Wouldn’t you just love to have a team of well-behaved fantastic performers who make your life a joy each day you are at work?
This could be called a ‘manager’s dream’ but the reality is often quite the opposite. You are busy with work, have targets to hit and objectives to achieve and then there is your team. Some are doing their job and doing it well, others might even be exceeding your expectations and then there are those that just always create issues or do not perform to the level that you’d like them to.
There are times when an employee/employer relationship just can’t move forward. It’s not a position than anyone wants to find themselves in but it does happen and the business needs to understand what the options are in this scenario.
A settlement agreement is something that can be considered and in this blog post we’ll look at some of the scenarios when such an agreement may be worth considering.
You don’t need to do Performance Appraisals anymore as they are antiquated and no one else is doing them. Right? Not quite. Performance Appraisals as they used to be may be a thing of the past but that doesn’t mean you can stop appraising performance.
The headlines that you’ve read came as a big relief to so many of our clients. They really hadn’t ever seen what the business was getting in return for all of the time performance appraisals took up.
That may sound very cynical but it really has been the reality for so many people I’ve spoken to.
There have been a number of developments later that have and continue to have an impact on managing people. There was the abolishment of the tribunal fees, gig economy workers continuing to establish their status and the next thing coming your way is General Data Regulation Principle (GDRP).
Just four years ago in July 2013, employment tribunal fees were introduced by the Coalition Government and we are now saying ‘goodbye’ to them due to a landmark decision by the Supreme Court on 26th July 2017.
This is a monumental development in that it re-establishes that the government in the UK cannot use its powers to block citizens’ access to justice.
Whilst the government did try by introducing the tribunal fees and it did take 4 years to finally get here through a long legal challenge – but nonetheless we are here.
A couple of weeks ago we wrote about the need to make sure your employment contracts are up-to-date. We wanted to follow that up with a more detailed post on the importance of employment contracts.
We regularly come across companies where employment contracts are not being issued to employees. Some businesses are able to get away with it for many years as long as their employees are happy with such arrangements although do remember that you are required by law to issue your employees with a Written Particulars of Employment document within 2 months of the start of employment. The change to having a formal contract usually takes place once there is a dispute or an employment relationship breakdown with any employee and a result of which the business finds itself in a situation where it is not well protected.
Now we know that this is not the most exciting of topics but the topic of employment contracts can become exciting when you want to rely on them to protect your business and find out that you can’t! Employment law and employment law interpretation change constantly but when was the last time you updated your contract? Has your contract been reviewed to check that it still meets the demands of your business?
Shared Parental Leave, Maternity Leave, Paternity Leave, Parental Leave are all types of Family Leave that are available to working parents. They are complex pieces of legislation that have left many employers unclear as to what the rules are around pay and in particular, where do men and women need to be treated the same. Find out what you should be doing.