It really goes without saying that 2020 has presented an enormous challenge to business owners and managers who have needed to deal with more HR issues than ever.
As we go into 2021, there are some challenges that we can now foresee, so our post is to help you to start preparing for the HR challenges ahead.
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.
Provides insights in how a business should select who is at risk of redundancy through the creation of a redundancy pool: the group of people from which the business decide who stays and who is made redundant.
The purpose of this guidance note is to give you some additional information on the announcement of Lockdown during Nov-20 and the implications for employers of the new rules.
The purpose of this guidance note is to give you insight into the Job Support Scheme, including the financial support to businesses who are required to close due to local Covid restrictions, as well as the practicalities of using the scheme.
The purpose of this guidance note is to give you insight into the Job Support Scheme, including the financial support to businesses who are required to close due to local Covid restrictions, as well as the practicalities of using the scheme.
When using the Job Support Scheme, businesses will have to pay employees for non-working hours.
There are scenarios where this makes good business sense. There are other scenarios, however, where an alternative course of action would be the more economically viable option.
This post provides insight into why a would company might do this and what the alternatives are.
On 22 Sep 2020, the government made an announcement regarding the next wave of restrictions and rules that are being implement in order to try to slow the spread of Coronavirus.
The purpose of this post is to summarise the new rules and restrictions and to specifically address the changes as they relate to office workers.
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