Ill Health Capability Dismissal Process
If an employee has been on long-term sick leave or has had frequent periods of being off work due to sickness, an employer may have to weigh up the difficult decision as to whether they can keep the employee on or not. An employer should always take legal advice before deciding to dismiss an employee, […]
Benefits of a clear desk policy
The benefits of a clear desk policy A clear desk policy can play a valuable role in ensuring compliant security practices in the workplace, as well as creating a more efficient and environmentally-friendly working environment. In practice, clear desk policies are not the most straightforward to implement. It can be challenging to monitor compliance, and […]
Can you contact employees on sick leave?
As an employer you will want to ensure the health and wellbeing of your employees during any period of sick leave. But there is a balance to be achieved between reasonable contact designed to check on an employee’s welfare, or to address any absence-related matters, and contact that may be considered excessive, unnecessary resulting in […]
Settlement agreement instead of redundancy?
As an alternative to redundancy dismissal, employers will often consider using settlement agreements to bring affected employees’ employment contracts to an end. Terminating employment through a settlement rather than redundancy means the employer does not have to follow the full redundancy process and removes the associated risk of tribunal claims. A settlement agreement can often be […]
What training should new managers get?
What training should new managers get? Anyone promoted to a managerial role for the first time should be supported in their new responsibilities through appropriate training. Managers play a critical role in enabling organisations to meet their commercial objectives, so investing the time to develop your management teams benefits both individuals and the organisation as […]
Can you dismiss someone for something outside of work?
If you become aware of allegations that an employee has acted improperly or potentially illegally outside of work hours, what should you do? While employers have the right to take action to safeguard their organisation’s reputation, they must balance this with the employee’s rights within the specific circumstances. This means following a fair and lawful […]
What does the law say about gender critical beliefs in the workplace?
Emerging case law is highlighting the current lack of consensus surrounding gender critical beliefs. AS with all philosophical views and beliefs, employers must act with care to ensure they are treating all workers fairly and are not discriminating against someone on the basis of their beliefs of philosophical views. The fact that an employer, or coworkers, […]
TUPE rules & process guide
The Transfer of Undertakings (Protection of Employment) Regulations 2006, otherwise known as TUPE, first came into force in 1981 with the purpose of protecting employees if their employment changed hands. Under the regulations, all employees’ rights – and associated liabilities – move with the employee from the old employer to the new one. The regulations […]
What employment rights does an employee have after 2 years?
Employees enjoy a number of statutory rights and protections, although not all of these will take effect from day one of employment. Some of these rights only apply once an individual has completed a certain length of service with the same employer, known as qualifying service. In this guide for employers, managers and HR personnel, […]
Exclusivity clauses in employment contracts
As the cost of living bites, employees may be looking to take on secondary employment. Employers, on the other hand, may be concerned that secondary employment may affect workers’ performance and availability. Ensuring that staff are available for work, and unable to work for someone else, can often be key to running an effective business. […]