The redundancy process is complicated and there’s a lot to think about both before you get started and throughout the entire process. In this post we’ll share some of the areas to be particularly mindful of when conducting a redundancy process.
Redundancy consultation is a key part of a redundancy process. In this blog post, we’ll look at what “consultation” actually means, how you make sure you do it properly, and some useful information and pointers on how to undertake an effective redundancy consultation process.
Employees have a right to appeal decisions relating to certain HR processes and in this blog post we look at this right in more detail so that you can understand when it applies and how you should deal with appeals.
Many of our clients have policies in place which set out clearly what their position is and yet they all tend to contain the phrase “Any variation from this policy is entirely at management discretion”. Clients have found themselves being accused of discrimination because they have treated individuals differently, so is it really possible to have HR policies which offer flexibility?
An extra public holiday has been announced for 3rd June 2022 to celebrate the Queen’s Platinum Jubilee. For many employers, they will simply give everyone an additional paid day off but is this something that employers have to do or it is something over which you have a choice?
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.
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.
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.
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 from. This post gives insight into the rules and what you, as an employer, should do when you receive a flexible working request.