Expert advice about Casual Workers – avoiding disputes over employment status

Casual Workers – avoiding disputes over employment status

The three categories of employment status are employee, worker and self-employed. When considering the status of ‘casual workers’, the key question is commonly whether they are employees or workers.Employers often use the term ‘casual’ interchangeably with ’employee’ and ‘worker’. Under the Employment Rights Act 1996, ’employee’ and ‘worker’ are two different categories of status, with…

Expert advice about the Coronavirus Furlough Scheme

Furlough update

Rishi Sunak announced on 12th May 2020 that the Coronavirus Scheme will be extended until the end of October 2020. Until the end of July there are no changes, however, from August to October 2020, the scheme will continue on the basis that furloughed employees can be brought back part-time. If you need further information…

A few FAQS on Furlough

Can I rotate employees on Furlough leave? Yes. Employees can be put on furlough more than once so employers can, for example, place employee A on furlough, while Employee B continues to work. Then employee B can be put on furlough while employee A comes back to work. Employee A can then be furloughed again……

HR Advice from SpecialistHRSolutions: Employment Law - what’s new in 2020

Employment Law – what’s new in 2020

Changes to contracts of employmentFrom 6 April 2020, written statements of employment particulars must: Be issued to all workers – currently, only employees are entitled to written statements; Be issued on or before the first day of employment – currently, employers have two months from the start of employment to issue the statement; Be issued…

What is contractual Sick Pay - advice from HR Experts Specialist HR Solutions Southampton

What is contractual Sick Pay?

Employers can only choose to opt out of the statutory sick pay (SSP) scheme if they operate their own scheme, such as continuation of wages or, payment of occupational sick pay at or above the SSP rate.Details of the organisation’s sickness provisions should be included in employees’ Employment Contract or, within the Employee Handbook. Non-payment…