There are different ways that a company can get the HR support that they need. A company outsourcing its HR is an increasingly popular option. So, why would a company outsource HR? This blog post looks at some of the reasons why a company may choose to outsource HR.
Author: Lianne Lambert
Quiet Quitting at Work – How Can You Identify It and What Can You Do About It?
You will have most likely seen the repeated use of the term “quiet quitting” in the press in recent months. In this blog post we’ll look more at the concept of quiet quitting at work and explore how you can identify if it’s happening, what you can do if it is and what you can do to avoid it.
Changes to the ‘Right to Work’ Check Process
On 1st October 2022, the way in which companies check right to work documents changed. This article summarises the new rules, and provides reminders for conducting right to work checks and the penalties you can face for employing individuals who do not have the right to work in the UK.
6 Invaluable Tips for Managing a Redundancy Process
Redundancy is a difficult process to navigate for any business and is the last resort, particularly given how complex it can be. If you’re considering redundancies, or you’ve already started the process, here’s 6 tips to help you manage your redundancy process effectively.
Redundancy: 5 Common Mistakes for Employers to Avoid
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.
How Do You Conduct a Redundancy Consultation?
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.
The Right to Appeal – What Does It Mean and When Does It Apply?
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.
Management Discretion: Consistency in Applying HR Policies
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?
Are Employees Entitled to Take the Extra Public Holiday in 2022?
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?
How Do You Calculate Employee Holiday Correctly?
Holiday calculations can often be 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.
Tips on Managing Summertime Employee Absenteeism
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.
Can and Should You Always Dismiss an Employee for Gross Misconduct?
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.