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 them. This post gives insight into the rules and what as an employer you should do when you receive a flexible working request.
As a result of Covid-19, most employers will have now implemented widespread remote working for their employees. While working from home may be convenient for some, there will be evolving challenges employers will need to meet to sustain business productivity. We explore some of the good practices that employers can operate to make this period of remote working as successful as it can be.
The Job Retention Scheme has been launched by the government to protect employment by “furloughing” employees who would otherwise have been made redundant or laid-off due to the impact of Coronavirus. In this post, we want to provide guidance on the process of making decisions regarding who is furloughed and who isn’t.
On 20 March 2020, the government imposed additional measures to delay the spread of Covid-19. These measures will inevitably have an economic impact on businesses. To protect businesses from these measures, the chancellor announced a range of financial support packages. This post provides guidance to employers to ensure that they apply the government measures whilst adhering to employment laws.
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.
TUPE has been in place in the UK since 1981 and yet remains one of the most complicated and frustrating piece of employment legislation. Nonetheless, it’s here to stay for now so we thought it would be prudent to answer the most FAQs we receive on TUPE.
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.
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.
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.
There’s nothing like a possible redundancy process to make people pay attention to their length of service. For the first time since they signed their employment contract, employees will be double-checking the severance payment calculations. It is at this stage that we often find the continuous service debate raises its head. So what are the rules?
Making redundancies is often part of the natural cycle of a business. A difficult time can be made all the more tricky by a few common pitfalls that can catch out even the most diligent employer. So, here are the 5 most common redundancy pitfalls to be aware of.
The question arises frequently as to whether evidence gathered this way is admissible in an employment tribunal case and also whether undertaking covert recording is a criminal act. As with many things in employment law, there is no definitive answer to these questions, however we can provide some guidance.