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…
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…
Reducing pay would be a variation of an employees’ contract of employment. Employers cannot unilaterally vary a contract of employment.This decision is therefore one the employees in question would need to consent to. They are not obliged to give their consent, and, could take legal action to prevent such a change. In International Packing Corporation…
To ensure equality in the shortlisting process, the key is to base all decisions on an objective assessment of the applications or CV.The Equality and Human Rights Commission (EHRC) code recommends that employers build the following best practice guidelines into their selection procedures: have more than one person involved in shortlisting applicants to reduce the…
Before June 2014, employees needed to meet fairly fixed eligibility requirements in order to have the right to request flexible working, such as having caring responsibilities for either a child or an adult in need of care.Now, to be eligible to request flexible working, an employee only needs to have served 26 weeks’ continuous service…
There has been increased use of email, internet and telephone monitoring by employers in recent years. However, before you can do so, you need to make it absolutely clear to employees that they are being monitored and bear in mind that in an Employment Tribunal, the court will consider whether the employee has enjoyed a…
…and other HR TIPS to help employers avoid issues during the Christmas Season Communicate any compulsory closing dates to employees early in the year – as this can affect annual leave entitlements Review annual leave entitlements for the year and ensure employees have taken their full leave entitlement or, whether they are allowed (in line…
Should an employee make a claims unfair dismissal, the employer must show that it had a potentially fair reason for dismissing the employee and furthermore, that it acted reasonably in all the circumstances in dismissing for that reason. The potentially fair reasons for dismissal are; capability; conduct; redundancy; contravention of a statutory duty or restriction;…
Employee handbooks are a staple to any business and, when well written and properly communicated to your workforce, will provide an invaluable reference point for managers and employees alike. It’s also true to say that employee handbooks can be perceived as an overload of information, rules and regulations. However, in reality, they also provide a…
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…