Changing terms and conditions of employment can be difficult. We’ve recently had a number of our clients ask whether they can change their employees’ terms and conditions of employment, particularly following a TUPE transfer. A simple answer is yes you can, but you need to follow a diligent process and be aware of potential pitfalls.
Holiday calculations can often by confusing, for example, if someone joins or leaves a company part-way through a year, or what happens with holiday when on maternity leave. This blog post answers the questions we receive most frequently on how to calculate employee holiday.
At this time of year employee absenteeism can be on the rise. It’s not the coughs and colds that lead to the “I’m too ill to work” telephone calls, it tends to be more related to sunburn and Pimms! Obviously, it can be very difficult to prove that someone isn’t genuinely ill but there are some situations that can arise that need careful handling.
Gone are the days when you could point to your Equality Policy and say “There you go. We say we’re an equal opportunities employer and therefore we are one.” Expectations of your employees and potentially your clients are changing when it comes to diversity and inclusion, and so we explore what employers can and should do.
Typically, gagging orders are included in settlement agreements for legitimate reasons but they have been used to cover up matters that organisations would prefer others to not find out about. This post provides insights into what you can do when it comes to gagging orders and what to avoid.
Many employers have a list of behaviours in their employee disciplinary policy that constitute gross misconduct. If an employee commits one of these ‘crimes’ then the outcome is clear, right? Well, not necessarily. This post sets out the process and considerations that you need to make before dismissing an employee on the grounds of gross misconduct.
Making employees redundant is time consuming, can be costly, can disrupt the work place, can damage a company’s reputation in the market and is legally quite complicated. This post looks at the alternatives to redundancy that could be considered.
Any employee who has more than 26 weeks’ service has a legal right to request flexible working which covers not just the hours that they work, but also where they work them. This post gives insight into the rules and what as an employer you should do when you receive a flexible working request.
As the country starts to open again, there are key challenges that employers are facing when it comes to getting people back to their normal places of work. This post provides guidance on the areas you need to think about and insights into the actions you can take.
Were it not for COVID-19, Brexit is a subject that would have received far more press coverage across 2020 but there have simply been other more pressing matters to deal with. However, there’s no getting away from the fact that Brexit is happening and it’s essential that business owners and managers know the changes and the implications on their business.
With the Covid-19 pandemic continuing, lots of employees have been working at home on a regular basis. We’ve had a number of clients face the question “can I claim these increased costs back?” so in this post we’ll explore the options available to employees and employers.
This post provides guidance on how to tell employees about redundancy and communication during a redundancy process. Rather than being prescriptive, what we’re aiming to achieve with this post is to help you consider what type of communication approach will work for you and help you to avoid some pitfalls.