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.
Category: Employment Law
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.
Can Gagging Orders be Enforced?
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.
The Right to Request Flexible Working
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.
HR Implications of Brexit and Employment Law Changes in 2021
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.
IR35 Changes Postponed April 2021: Changes to Legislation Deferred due to Coronavirus Challenges
On 17 March, 2020, the government announced the postponement of the changes to IR35 legislation until April 2021. This is in reaction to the more immediate concerns regarding businesses management of the impact of the coronavirus well-being measures on their business and the wider economy.
Sponsoring EU Nationals: Important changes to the Immigration Points Based System for 2021
The new Points Based System is not as complicated as feared, however, it is important for businesses which sponsor and employ EU nationals to be aware of the key areas of this new legislation in regards to sponsoring EU nationals and what it means for individual companies.
Good Work Plan: Important Legislation Changes for April 2020
The Good Work Plan includes recommendations from the Taylor report (Jul-17) which are being incorporated into UK employment law, including three significant employment contract and policy changes that are set to come into force.
How do the Changes to IR35 Impact SME Businesses?
If you don’t work with contractors or freelancers then this blog post isn’t really for you. If you do, 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.
Death in Service: What To Do When an Employee Dies
Dealing with a death of an employee can be a tragic and challenging time. Fortunately, it is unlikely to happen that often so you shouldn’t have to deal with it regularly. It’s never a nice time and your focus is likely to be on many things, so here are a few steps that can help you along the way in dealing with the impact.
Parental Bereavement Leave and Pay Regulations (also known as “Jack’s Law”)
Insights into the Parental Bereavement Leave and Pay Regulations, known as Jack’s Law, will provide 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.
How Can Employers Avoid Age Discrimination?
Age discrimination legislation has been around since 2006. Despite this, some workplaces still seem to be catching up with the idea that inappropriate references to age in the workplace can land them in the same kind of legal nightmare as inappropriate references to gender or race.