Flexible Furlough Scheme 1. Those eligible to be furloughed under the new furlough scheme Only people who have been furloughed for at least three weeks on or before 30 June under the old scheme can be furloughed after 1 July. The only exceptions to this are: where parents return to work after taking maternity, shared...
Read more...Redundancies typically are a way of reducing costs in a business, but there may be alternative measures that can be taken. Ideally address this issue with your employees – they are adults and will understand the problem you are facing if you share it with them. They may have ideas about reducing costs in their...
Read more...In this situation, the government advice is for you to stay at home, so your employer should not insist that you return to work. Make sure your employer knows if you received a letter from the government telling you that you are in the shielding group, or if either you or someone you live with...
Read more...You always have the right to take time off for dependants, when some emergency means that you have to be off work to look after a child or other person you have responsibility for. This leave is unpaid. Under normal circumstances, you might only be entitled to be off for as long as it takes...
Read more...The current government advice in England (but not Wales, Scotland or NI) is to ‘actively encourage’ a return to work for those who cannot work from home, while trying to avoid public transport and maintaining social distancing. Employees are advised to avoid crowded public transport and either go by car, or by walking or bicycle....
Read more...If the Covid-19 situation has taken up all of your time and attention, or if you have been furloughed, you might have missed some changes that happened in April: 1. There are new obligations for new starters in your organisation You now have to provide a statement of employment particulars on or before the first...
Read more...What does the law say? There are two opposing factors that are relevant here: On one hand, under the Employment Rights Act 1996, employees can claim that they have suffered a detriment on health and safety grounds, or claim automatically unfair dismissal, if they reasonably believed there was serious and imminent danger and that...
Read more...I am often surprised in Employment Tribunals, when employers have not realised there are certain duties associated with employing people, so I thought I’d set them out here to be helpful. Pre-employment checks: you must check (and record that you have checked) every employee’s Right to Work in the UK, before they start work. In...
Read more...As far as I can see, people who live with mental health issues want the same things from their managers as everyone else does, which are the same things that maximise engagement and help companies retain their staff: Listen to the employee and understand their aspirations, needs and concerns; Give them work that enables them...
Read more...Recruitment Partnerships I have worked with a number of organisations each of which has implemented a partnership with one recruitment agency (in one case they partnered with two). The partnership enabled the organisations to make use of the skills and experience of the recruitment experts, for less money than they had been spending on just...
Read more...MEDIATION ForHR can provide Mediation, which is where an impartial third party, the mediator, helps two or more people (or groups) in dispute to attempt to reach an agreement. Any agreement comes from those in dispute, not from the mediator. Using joint problem-solving approaches, the mediator asks questions to identify the interests and real issues...
Read more...Manpower are recruiting now for 340 non-legal members across Great Britain. Employment Tribunal Panels are made up of three people; a Judge and two non-legal members. One of the members should have a background that means they understand the employer’s perspective (often from HR or management or a business owner) and the other should understand...
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