Employee handbooks are a staple to any business and, if written well and properly communicated to your workforce, they will provide an invaluable point of reference for managers and their teams. Employee handbooks set the expectations between employers and their employees. They provide clear guidelines on the company’s rules and practices and are especially useful…
It is common during unpaid leave that is pre-arranged, for the employee to remain under a contract of employment and so continuity of service will not normally be broken. In addition, even if there is no contract of employment covering the period, the Employment Rights Act 1996 provides that continuity of employment can be maintained…
Further to a disciplinary or grievance meeting, employers should provide a copy of the minutes or notes taken at the meeting to the employee concerned. This can be done immediately after the meeting, or typed up and sent to the employee. If the employee disputes that the notes are an accurate depiction of what was…
Firstly, when your employee has returned to work following a sickness absence, carry out a return to work interview as soon as possible after the employee’s return from sick leave – ideally on their first day back at work. Return to work interviews should take place face-to-face, where possible, but they don’t need to be…
The Home Office Right to Work Checking Service available on GOV.UK, gives employers access to up-to-date, real-time information about migrants’ right to work, making it easier for individuals to prove their rights in the UK The Right to Work Checking Service is secure and free to use. It was launched in April 2019, however until now,…
A deduction from wages occurs when an employee’s wages are less than the total amount properly due to them on that occasion. To make any deductions from a worker’s wages, an employer must first ensure that the deduction is either required or permitted by statute (e.g. where an attachment of earnings order is made by…
If a worker is absent for four or more days in a row they may qualify for SSP (Statutory Sick Pay). It is payable for 28 weeks. To qualify, a worker must earn at least the Lower Earning Limit. From 6th April 2019, the rate of SSP will be £94.25 per week. The amount is…
If an employee resigns while on maternity leave, in certain circumstances the employer must pay the employee their normal full pay during the statutory notice period (which is one week for employees with continuous service of one month or more). The employer can offset the employee’s maternity pay against their full pay. The employer does…
Yes. All workers must be issued with a form of contract, regardless of the hours they work. All can expect written terms of their working conditions and be made aware of Company procedures and expectations. A zero hours contract is generally understood to be a contract between an employer and a worker where: the employer…
Statutory entitlement for full-time employees is 28 days’ paid annual leave. Calculating for part time employees can be a more involved… To explain better, a part-time employee is pro-rated to a full-time employee’s entitlement and is based around their working week. There are normally eight specified bank holidays each year To calculate holiday entitlement for…