In April 2020, there are three significant changes that are set to come into force if you employ people, plus a number of other changes for which an implementation date is not yet set. The Good Work Plan is the outcome of the Taylor report (July 2017) and was published in December 2018. There were […]
If you work with contractors or freelancers then you should keep reading as there are changes coming that could have a big impact on your workforce and which place additional responsibilities on you as a company.
The Parental Bereavement Leave and Pay Regulations, which will be known as Jack’s Law in memory of Jack Herd whose mother Lucy campaigned tirelessly on the issue, will implement a statutory right to a minimum of 2 weeks’ leave for all employed parents if they lose a child under the age of 18, or suffer a stillbirth from 24 weeks of pregnancy.
This is a statutory right for employees and is irrespective of how long they have worked for their employer. Many employers already react sympathetically to these difficult situations and what Jack’s Law does is brings some clarity by setting a minimum statutory time frame and payment system. Helping individuals and families when they need it most.
Many of us, in time-honoured fashion, will be thinking about how we can be healthier and fitter in 2019 after the excesses of the festive season, and some of us may be taking part in Veganuary to help us kick start this new healthy way of life.
Of those who try it, many will declare it not for them come February, but with veganism estimated to have had a 360% rise in the UK during the past decade, we have to consider whether many more people will become vegans in the future and this adds weight to the question of whether veganism should have a protected status in the workplace.
We often have clients who contact us about making employees redundant and our first question is always “is it really a redundancy?”
For many employers, redundancy can seem to be an easy option to deal with all manner of situations. A key part of our job is to make sure that this would be a fair redundancy and that redundancy is really what’s needed.
There’s nothing like a possible redundancy process to make people pay attention to their length of service. For the first time since they signed their employment contract many years previously, employees will be dusting off their employment documentation and double-checking the severance payment calculations their employer has calculated for them. This is often particularly the case when the company redundancy payment on offer is more generous than the statutory sum.
It is at this stage that we often find the continuous service debate raises its head.
Redundancies are often part of the natural cycle of a business and we regularly help organisations with practical support and legal guidance during this difficult time. However, a difficult time can be made all the more tricky by a few common pitfalls that can catch out even the most diligent employer.
We would probably all agree that having regular ‘check ups’ is essential for ensuring smooth running of any machine, organism or an organisation. We go to see our doctor to check our state of health, we take our car for a regular MOT and we definitely ensure that our business finances receive a thorough annual audit but more often than not – we stop there.
Each business is made up of a number of function that all play vital roles in ensuring a smooth operation. Finance just happens to be the one that receives biggest scrutiny for operational efficiency and accuracy and the statutory requirements mean that this area can’t be ignored. But what about everything else? And what about HR in particular? Your business changes frequently and employment law changes frequently so how do you make sure that your HR function keeps up-to-date?