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).
In July 2013, employment tribunal fees were introduced by the Coalition Government and then, in a landmark decision by the Supreme Court on 26th July 2017, they were abolished.
This post discusses the reasons the tribunal fees were introduced, why they were abolished, what the resulting situation has been and what you should do now.
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.
We are all familiar with the concept of giving or receiving notice whether as an employer or as an employee. The requirement for notice to be given is understood by everyone however, whilst this might seem like a rather straight forward process, there are circumstances that make even the most experienced managers hesitant about a way forward. So in this blog we decided to look at some of these circumstances and to clarify how notice provisions should apply.
Sickness is part of life for everyone and as such it is inevitably a part of the working life. Employers big or small have to deal with sickness absence and this is typically never easy or something that managers look forward to doing.
Whilst large businesses normally have established practices in place for managing sickness, SMEs are often dealing with sickness as and when it becomes a more significant issue and starts having a direct cost implication. A recent survey by payroll specialist Moorepay has revealed that UK SMEs are experiencing higher absence rates than normal and that 7 in 10 SMEs feel that high absence rates are impacting on their profitability.
Putting together a Disaster Recovery and Business Continuity Plan is something that many businesses put off. It feels like a low priority and spending time planning for things which you hope will never happen can seem like a luxury. However, it really is a sensible thing to have in place so find out what your plan should cover in this blog post.