Making sure that your business complies with the National Minimum Wage regulations seems pretty straight forward when you pay your employees on an hourly rate. However, once you go into the yearly salary arena and people start to work overtime then this becomes a greater challenge.
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. We’ve also been asked about whether or not employers are able to monitor and record their employees. This post explores this topic.
Lots of our clients often refer to the fear they have of employees resigning and claiming constructive dismissal if they are dissatisfied with some element of their employment or how they have been managed. But how big a risk is this really?
Maternity, Paternity and Parental leave and pay regulations have never been the easiest aspect of employment law to understand and implement. The complexity increased with the implementation of the Shared Parental Leave and Pay Regulations 2014. Make sure you understand the rules.
In late 2014 the Employment Appeals Tribunal (EAT) handed down a long-awaited decision regarding how businesses should be calculating holiday pay. This article provides a summary of the ruling and how it may impact your business.
Zero hours contracts are back in the press again with the Labour Party making statements regarding how they would tackle this issue if they were to be elected. Find out more.
The area of whether or not covert recordings can be used as evidence in Employment Tribunal situations has always been fairly complicated but there have been important developments that mean employers need to exercise additional caution. Find out more.
There are some forms of social media use that step over the line to become harassment and bullying (both direct and anonymous) which are potentially damaging to your employees and puts your company’s good reputation at risk. What can and should you do when things turn nasty?