Employment Law Resources

In our latest blog Head of Employment Law, Katie Ash, goes through the eight key steps to lawfully recruiting someone into your business.  It can be a costly mistake to ignore the rules and get this wrong.

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 business owners and decision makers, the lockdown restrictions introduced as a result of the Covid-19 crisis have provided them with an unprecedented opportunity to review their operations.

To the dismay of employees, but a decision arguably welcomed by employers, the Supreme Court has recently ruled in cases Royal Mencap Society v Tomlinson-Blake and Shannon v Rampersad and another (T/A Clifton House Residential Home) that sleep-in shift workers are not ‘working’ when they are asleep. This in turn means that care workers should only be paid the National Minimum Wage hourly rate on sleep-in shifts when they are awake for the purposes of actively working.

Over time, the gap between women’s and men’s median hourly earnings has been narrowing. In fact, according to the Office for National Statistics (ONS) it has fallen by over a quarter among full-time employees in the last decade.

 

For many businesses, calculating holiday pay is a straight-forward process. Employers are, within the parameters of the law, able to dictate how many annual leave days or hours a staff member is entitled to.

On the 20th February 2021, the Supreme Court handed down its Judgment in the long awaited Uber case (Uber BV and Others v Aslam and Others). All six Judges unanimously ruled that the Uber drivers were workers, not self-employed contractors and as a result were entitled to basic employment rights like National Minimum Wage, holiday pay and sick pay.

With the Covid-19 vaccine being rolled out across the country, many are starting to wonder when it will be their turn.

To date, vulnerable, front-line, care home staff and social workers have been at the front of the queue, with plans now afoot to reach the rest of the UK’s 66 million residents.

With the country now in its third lockdown, it is clear that the hospitality sector has been hit the hardest and with no sign of hotels, pubs and restaurants reopening soon, employers in this sector will be almost certainly be facing some tough decisions about their staff in the coming weeks and months.

After a lengthy transition period, the UK has now left the EU with a deal agreed. While many possible scenarios have been discussed at length in recent years, until now we have been limited to speculation and conjecture in terms of what the outcome might be. Not to mention how it might affect businesses and, more specifically, employees.

Employers need to protect the mental health of those who work alone. This blog gives you an overview of what you should be considering.

For many, 2020 will go down in history as the year that changed everything, and one of the most significant changes was the way in which we work.

With the furlough scheme being extended and on-going decisions around the safe return to the workplace, home working and potential redundancies, we have updated this guide to cover the key points that your business may wish to consider.

As the country continues to grapple with the evolving situation relating to the Covid-19 pandemic, many businesses and business owners are reacting in real time to the government advice relating to social distancing and non-essential travel.

Whilst the end of the calendar year can often prove busy from an operational perspective within many organisations spanning many sectors, for business owners and decision makers the period leading up to the financial year end is usually the most demanding.

The weather is finally getting warmer and it looks like summer has almost arrived. There is a buzz around the office as people are getting ready to jet off on their holidays.

In a previous article, we looked at the impact of the country’s ageing population on the UK workforce, and the subsequent impact that it was having on employers and businesses large and small.

We have put together a Disciplinary Action Guide for Employers featuring procedures, problems and grievances.

We have put together a redundancy procedure guide for employers to outline the full process, selecting people for redundancy, common mistakes and vital information you should consider to be able to make informed decisions.