We can help you draft and implement policies in relation to family friendly rights and can help you with the process when issues occur and you need help and guidance.
Talk to Banner Jones. We are ready to help you.
There are many different types of family friendly rights in employment law including:
The rules which apply to the various types of family friendly rights vary depending on the particular right. In recent years there has been a great expansion in the rights given to working families which means that this is an area of law which is constantly changing. Our Employment law solicitors ensure that they are fully updated on all developments in this area to ensure that they can offer the most up to date advice to you.
We can help you draft and implement policies in relation to family friendly rights and can help you with the process when issues occur and you need help and guidance. This includes being able to offer you a full HR service with a fully qualified HR specialist there to support you in your business when issues arise.
For many women, returning to work after maternity leave can feel like a daunting prospect and one of the biggest sticking points is in relation to those who continue to breastfeed or express milk once their maternity leave has ended.
Here, Banner Jones’ Head of Employment law, Katie Ash, looks at the state of current legislation here in the UK.
Mrs L, Old TuptonKatie is understanding, considerate and very kind and thoughtful in her manner.
Talk to Banner Jones. We are ready to help you.
Yes a pregnant employee is entitled to time off for ante-natal care, which may include parenting classes. You cannot refuse a pregnant employee time off however you are able to request to see the appointment letters or any other supporting evidence.
If you interview someone in their sixties and they turn out to be as good or even better than your current employees in their twenties you should not let their age be a determining factor as to whether you hire them or not. Since October 2006 it has been unlawful to reject anyone for an interview based on their age. There is not a lot employers can do to control the age of their workforce therefore you would potentially have to recruit someone in their sixties even if you have a younger workforce.
The employer is entitled to be treated the same as a full time employee. Like a full time employee she has the right to maternity leave and the right to return to her job after maternity leave. She may be entitled to maternity pay.
She is also entitled to her normal terms and conditions of employment except remuneration during the period of her maternity leave.
There are many factors to consider when selling a business and it isn’t something that should be entered into lightly. Our free guide runs through some of the important considerations this involves.
This guide will help you understand what to look for in finding and buying the ideal commercial premises for your needs.
Our Business Legal Services team pride themselves on being able to offer high quality ‘city style’ advice in a user friendly, cost effective manner to local, national and international businesses.
In this issue we cover lots of topical business issues and challenges from Mergers, Layoffs, Going Global, Commercial Property and more
The cost of defending Employment Tribunal cases can vary significantly and could cost your business anything from £10,000 to £50,000. Then if the claimant is successful, there will be the cost of compensation on top of this. The average award for an unfair dismissal case in the UK is a little under £7,000, with claims resulting from discrimination costing significantly more. Businesses also need to consider the hidden cost of employment law claims caused by the damage it can do to their reputation as an employer and as a business that clients and customers want to work with. Often this cost can be more damaging than the award itself.
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Flexible working has been at the forefront of many businesses since the pandemic began, and for many it is now time to formalise a flexible working policy. This guide tells you how to handle flexible working requests but we can also assist with a policy if required.
For many women, returning to work after maternity leave can feel like a daunting prospect and one of the biggest sticking points is in relation to those who continue to breastfeed or express milk once their maternity leave has ended.
Here, Banner Jones’ Head of Employment law, Katie Ash, looks at the state of current legislation here in the UK.
Handling an employee’s return to work after maternity leave can feel like a bit of a minefield to most employers. Added to this is the risk of expensive pregnancy and maternity related discrimination claims as well as possible sex discrimination and constructive dismissal claims if they get things wrong.
Mrs L, Old TuptonKatie is understanding, considerate and very kind and thoughtful in her manner.
Mr. Richard Kay, Operations Manager, Stagecoach East MidlandsWe have used Banner Jones for employment advice for over 20 years and the team have always found the best approach to resolve our problem
Mr A, ChesterfieldExcellent service due to business relationship with our solicitor.
Mr P, RotherhamService was incredible. Lee Foster made the transition smooth and easy. Thanks Lee!
