In the UK, there is a requirement for certain businesses to submit data on employee pay to the government as part of gender pay gap reporting. In this post we’ll explore what is meant by the term “gender pay gap”, which companies need to complete gender pay gap reporting, and how you go about doing this.
Category: Employment Law
When Should You Suspend an Employee?
Suspending an employee used to be the first action when an employee may have committed an act of gross misconduct. It was also very normal for employees to be suspended during redundancy processes. This post looks at the current law on suspension and when you should and should not suspend an employee.
How Do You Calculate Holiday for Workers on Irregular Hours?
Working out holiday entitlement may seem like an easy task and, if you have only full-time, permanent employees, it is! However, what about calculating holiday for people on zero-hour contracts, those who work irregular hours, or those who work only in term-time? The method used previously is now not applicable in every scenario, so we explore the changes and how this could affect holiday calculations.
Veganuary – A Fad or a Protected Characteristic?
With veganism estimated to have had a 360% rise in the UK during the past decade, and with many more people becoming vegans in the future, we have to consider whether veganism should have a protected status in the workplace.
Does My Employee Have the Right to Be Accompanied at a Probation Review?
When the probation period is failed, there is the question as to whether an employee has a right to be accompanied at the meeting in which they are told that they are being dismissed. The purpose of this post is to help employers understand where they stand and whether the right to be accompanied should always be given as an option.
Employer Guidance for Visa Sponsorship
Over the last few years, we have seen a sharp increase from businesses who are looking to offer a visa sponsorship to workers who do not have the right to work in the UK. In this post, we’ll outline some of the key areas that you should be aware of if this is something that your business is considering doing.
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.
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.
Changing terms and conditions of employment – can it be done?
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.