All employers have a new ‘positive duty’ to prevent sexual harassment, from 26th October 2024. Employers cannot ignore this, the obligations are far reaching including conduct from customers. Employers need to consider regular training for all employees as well as managers. If you have a policy, it will need to be updated, if you do…
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Large employers have already changed their processes. Being a small employer is no excuse, in 2023 the Government enforcement visits increased by 68%. Routes to working in the UK (July 24 CIPD) What process should you follow? What are suitable documents (July 2024) – for full details of the correct documents you need to check…
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Disability is a protected characteristic under the Equality Act 2010 which makes disability discrimination unlawful in employment. Not all disabilities are obvious and employers are often confused as to their obligations. We start by understanding the definition of a disability in terms of employment. Substantial impact on day-to-day activities The easiest way to describe a…
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Employers can define their own policies, noting what types of behaviour will be classed as gross misconduct, however it is important to consider what is perhaps a zero-tolerance type conduct, e.g. theft, use of drugs or breaches of safety procedures or a lesser offence that could be classed as misconduct. It is important that these policies are well…
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There will be so many changes to employment rights, employers need to consider the impact now. These changes will affect all employers, regardless of size, unionised or not. The new government want to improve employees rights from day one. This will change the way recruitment and probation periods are managed. Processes will become critical. Small…
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A female candidate has just been awarded £90K in compensation at a tribunal as a result of sex discrimination, after her job offer was withdrawn in November 2022. Fong Fong Lee had been through two interviews for the role of Senior Marketing Manager at the London office of R&F Properties QS. A few days later…
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Labour have stated that their ‘Plan to Make Work Pay’ will be delivered in full, introducing new legislation within 100 days. Further details will be seen on 17 July 24, when the King’s speech is expected to contain an Employment Rights Bill. What are the key changes to impact on small employers: There are more areas of proposed…
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If you monitor your employees or are considering doing so, this article is a must read for you. At the end of 2023, the ICO (Information Commissioner’s Office – www.ico.org.uk), issued new guidance on ‘Employment practices and data protection: monitoring workers’. While monitoring employees in some circumstances is required both to protect both employers, employees…
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We are often asked what Collective Consultation means in a Redundancy situation, and how does the company know if it applies to them. It is vital for any employer to be sure what their obligations are in any redundancy situation. This article relates specifically to those employers who are proposing to dismiss 20 or more…
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The updated Code of Practice on Flexible Working is currently awaiting parliamentary approval. If passed, the new law will come into effect from 6 April 2024. Employers should note there are some key changes to the formal process. The Code relates to the statutory right to request flexible working as set out in the Employment…
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Employers must by law, pay statutory sick pay (SSP) to employees and workers providing they meet the eligibility criteria. Eligibility Criteria To be eligible for statutory sick pay, an employee or worker must: – • Be classed as an employee.• Earn at least £123 a week, before tax.• Inform their employer that they are sick…
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When a couple are adopting, in respect of leave and pay entitlements, only one person must be assigned as the ‘primary’ adopter. Adoption Leave and pay is available only to employees who adopt through an adoption agency. Please note that employees who adopt a child on a private basis are not eligible for adoption leave…
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