Employers cannot deduct pay from an employee as a disciplinary sanction unless there is a contractual disciplinary procedure that includes this as a possible sanction for gross misconduct. Otherwise to take this course of action would be an unlawful deduction from wages. Employers may only deduct money from wages if it is for PAYE and…
Yes, from day one of employment all employees have the right to time off for dependants. Time off for dependants is time off during working hours to deal with unforeseen matters and emergencies. A dependant is someone who depends on the employee for care and could be a spouse, partner, child, parent, or someone else…
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…
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…
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…
An employee can self-certify absence for the first 7 days of sickness, but a doctor’s certificate (i.e. a Fit Note) should be provided by the employee for longer periods of absence. If an employee is absent without a fit note – where they have been sick for more than 7 days, the employer may be…