Last Modified: 15th September 2020
As the furlough scheme continues to be wound down, many of our subscribers may be facing the very real prospect of making staff redundant.
Alternatives to redundancy
The impact of the coronavirus pandemic continues to be felt and companies across the country are increasingly looking to ways to save costs. Whilst implementing a redundancy procedure is one option, HR-inform is on-hand to help you consider alternatives.
Our new checklist outlines options that you can consider prior to proceeding with a redundancy, and can be used as a reference to ensure you have evaluated as many…
Last Modified: 15th September 2020
The pandemic continues to present challenges, not the least of which being how to conduct interviews whilst maintaining social distancing.
Remote interviews
Although implementing a recruitment procedure from start to finish is likely nothing new for most companies, many are now faced with the prospect of managing a COVID-secure process. HR-inform is now pleased to offer a detailed ‘how to’ guide on conducting remote interviewing.
The guide outlines not only how to manage the interview, but also how to correctly prepare for it by sourcing relevant technology. It also notes the importance…
Last Modified: 15th September 2020
Due to popular demand, HR-inform is now pleased to provide a dedicated redundancy toolkit.
The toolkit, which can be found here, provides links to several areas of the site that can help subscribers through a redundancy procedure, especially during situations of mass redundancy. This includes our recently updated ‘how to’ guide on making staff redundant.
Brexit
Despite the coronavirus pandemic, the government remains committed to delivering Brexit and it is important that subscribers are prepared for this. Hr-inform maintains informative employment law sections on Brexit implications and…
Last Modified: 15th September 2020
August brings a number of changes to the law and HR-inform is here to guide you through all developments over the next few months.
Returning staff to work
From 1 August 2020, individuals will no longer be told to ‘shield’. Employers will also be given more discretion to ask staff to return to work. It is crucial that you are aware of the best methods of facilitating employees coming back to the workplace safely.
Our new webinar on managing the new post-COVID workforce outlines the key factors you should consider over the next few months, such as the implications of a local lockdown.…
Last Modified: 15th September 2020
HR-inform is delighted to offer all-new content on international law which is available for free to all new and existing subscribers.
International content
To add to our substantial GB employment law information, the site now provides in-depth outlines of the law in 12 additional countries including France, Spain, Italy, Germany and Singapore. Going forward, a new country will be added to HR-inform regularly. Please see our article outlining this new offer for more information.
Job Retention Scheme
The government have confirmed that organisations who bring staff back from furlough and…
Last Modified: 15th September 2020
With news of the first local lockdown being implemented in the UK, HR-inform reminds subscribers of all steps they can take to both prepare, and work against, this taking place.
As lockdown continues to be eased and social distancing measures start to be relaxed, the government is keen to remind employers that the coronavirus remains a present threat to society. It is therefore more important than ever that you remain up to date with the latest guidance on keeping employees safe whilst at work, alongside preparing for a second wave of infections should one take place.
Our new webinar on…
Last Modified: 15th September 2020
Last Friday, the government released updated guidance on how the new flexible furlough scheme is going to work from 1 July 2020. HR-inform is ready to guide you going forward.
Previously, staff who have been furloughed as part of the Job Retention Scheme could not conduct any work for the company. This new scheme means that furloughed staff can return part-time, with employers still able to claim the government grant for the time they do not work. Our article, which can be found here, outlines key points to take from the new guidance. In addition, the FAQs on the Job Retention Scheme have…
Last Modified: 15th September 2020
The government has confirmed expected changes to the Job Retention Scheme as it begins to wind down to October. HR-inform has updated all guidance to get you ready for this.
Since it came into force in March, the Job Retention Scheme has provided government funds to help employers retain staff throughout the coronavirus crisis. On 29 May, Chancellor Rishi Sunak outlined that employers will soon need to start part-funding wages for staff who have been placed on furlough as part of the Scheme, alongside additional flexibility that will let furloughed staff work part-time. Our article outlines…
Last Modified: 15th September 2020
With the government expected to announce plans to relax the UK-lockdown in the coming days and weeks, HR-Inform is on hand to help you get your company ready.
Ahead of official guidance from the government, we have put together a detailed ‘how to’ guide on reopening the workplace. This guidance outlines steps your company can take to reduce the spread of the coronavirus, including social distancing measures and the maintenance of hygiene. It also covers what you should bear in mind if staff do become unwell.
Going forward, it will be important to keep track of who is visiting the workplace…
Last Modified: 1st May 2020
Employers can now apply for the government grant under the Job Retention Scheme, through an online portal that can be found at this link. HR-Inform are now pleased to offer a dedicated toolkit to help you to manage this procedure.
The toolkit, available here, is regularly updated with all new content being placed on the site to assist staff with furloughing employees. It coincides with our FAQs on the Job Retention Scheme, which are under constant review in line with new government guidance.
To offer further assistance to employers who are making use of the scheme, the site now offers a…
Last Modified: 1st May 2020
The coronavirus outbreak, and all expected April changes to employment law, make this a very busy time for employers. We at HR-Inform have been hard at work to make sure you have everything you need to manage this period.
Our detailed employment law resource on managing coronavirus issues at work is updated daily and includes a significant number of frequently asked questions. The government has now provided further information on the new Job Retention Scheme, which can allow employers to access a grant to pay 80 per cent of employee wages by placing them on furlough. More information on…
Last Modified: 1st May 2020
The coronavirus outbreak continues to cause widespread issues across the UK. We at HR-Inform have been hard at work to make sure you have everything you need to manage this.
The situation is changing daily, with new guidance being issued from the government as they introduce further measures in response to the outbreak. Out detailed employment law resource on managing coronavirus issues at work is updated daily and includes a significant number of frequently asked questions. It outlines the latest information surrounding self-isolation, managing employee concerns, how organisations should…
Last Modified: 1st May 2020
The April changes to employment law are just around the corner and we have made some key changes to the site to help get you ready.
From 6 April 2020, statements of employment particulars will need to be issued to employees and workers from day one of their employment or engagement, and contain additional information. We have now updated all of our model contracts with these new details as required by law, which are available for downloading at this link.
Existing employees will not have the automatic right to receive a new statement. However, if they request one, or there is a change to…
Last Modified: 27th February 2020
Winter is now in full swing and with it comes the potential for significant disruptions to business operations.
With summer still months away and February just starting, we may see increased levels of bad weather over the next few weeks. This can impact upon your employees’ ability to get into work, and even lead to the closure of the workplace.
The first thing you should remember is that you have a legal duty to ensure the health, safety and welfare of your employees. It is therefore important that employees are not expected to go to potentially dangerous lengths in order to make it…
Last Modified: 13th January 2020
The New Year is often a time for change and 2020 will be no different. Therefore, it is important to have an understanding of the host of employment law changes that will come into force over the next 12 months.
CEO pay ratio reporting will become effective as of 1 January 2020, meaning certain organisations will need to compare their CEO’s most recent remuneration against that of their full time-employees. This information will need to be included in any future director’s remuneration reports.
April in particular is set to be a busy month with new laws around employment contracts being…
Last Modified: 13th January 2020
With Christmas a matter of weeks away organisations across the UK are likely to be getting into the festive spirit, however there are several pitfalls to consider to ensure the season passes as smoothly as possible.
Most organisations choose to decorate the workplace in some fashion to mark the occasion and although Christmas is traditionally a Christian holiday, it is important to ensure the working environment remains inclusive and does not discriminate against those of a certain religion.
For many individuals, the annual Christmas party is the highlight of the season. However, in order…
Last Modified: 7th January 2020
As the end of 2019 draws ever closer, those with a January-December leave year may need to encourage staff to utilise any untaken annual leave before it’s too late.
Employees are entitled to a minimum of 5.6 weeks paid annual leave each year, which works out as 28 days for those who work a 5-day week. Utilising annual leave entitlement has been proven to be a great way to combat workplace stress, which is mentioned in our how to guide on managing burnout.
Remember that you don’t have to allow staff to carry over their annual leave unless sickness or maternity impaired their ability to use…
Last Modified: 8th November 2019
With a recent study revealing over a third of UK workers actively look for a job with greater flexibility, it seems that now is as good a time as ever to embrace flexible working.
Flexible working arrangements can range from a change in hours to a period of home working and if you’ve never really thought about it before it is unlikely that you will have a specific policy in place. Thankfully, we have several template policies available on flexible working, home working and flexi-time.
Generally, employees with at least 26 weeks’ continuous service are entitled to make a request and we have…
Last Modified: 3rd September 2019
Estimates suggest nearly 1 million disabled employees fall out of work, or change jobs, each year due to a lack of support. However, the resources available on HR-inform could prevent this from happening in your organisation, providing you with access to a wealth of underutilised talent.
Remember that disability is a protected characteristic under the Equality Act 2010 and affected individuals mustn’t experience detrimental treatment as a result. Our employment law resource on disability discrimination outlines several key points when it comes to this.
Disabilities should not be used…
Last Modified: 17th July 2019
As indicated by the recent spell of sunny weather, British Summer time is officially here and there are a number of unique factors for organisations to consider.
The summer months are synonymous with staff booking time off and a holiday policy will be essential in outlining your rules. You will have the authority to refuse requests in certain situations and it is always best to confirm this in writing.
Remember it’s important to get holiday pay right and that compulsory and non-guaranteed overtime ought to be included. A recent Court of Appeal ruling decided voluntary overtime should be…
Last Modified: 12th July 2019
Balancing work and family commitments can be difficult for new parents, and organisations play a key role in supporting staff during this time.
Many parents will qualify for maternity, paternity or shared parental leave, allowing them to spend quality time at home with their child, and we have separate policies available for each of these.
Statutory pay rates are in place for these types of leave, however some choose to offer enhanced maternity pay to mothers as an added benefit. Recent cases involving Capita and Leicestershire Police have proven that doing so is not grounds for sex…
Last Modified: 13th May 2019
Commencing on 5 May 2019, Ramadan is an important part of the Islamic faith involving a period of fasting during daylight hours. Consider how these commitments could affect workplace performance and how you can support Muslim employees during this time.
Abstaining from eating or drinking during daylight hours can take its toll physically and staff may benefit from flexible working arrangements, such as a change in shift patterns, to ensure they can perform at their best. Our flexible working request acceptance letter may come in handy here.
Staff may want to use their annual leave during…
Last Modified: 13th May 2019
Whether it’s the right to a day off, double pay, or time off in lieu there are a number of common misconceptions when it comes to bank holiday working. As we approach the Easter weekend, let’s get some things ironed out.
Employees often think they have an automatic right to time off work on a bank holiday, however this is not the case. You can decide for yourself whether time off is given in their contract of employment. You will need to give staff time off in lieu (TOIL) for working a bank holiday if you only offer them the minimum 5.6 weeks of annual leave.
You are not required to pay…
Last Modified: 13th May 2019
With the days growing longer and the weather heating up, it’s safe to say Spring is in the air. This means there are only a few weeks left before April’s statutory changes.
National minimum wage (NMW) will rise again from 1 April 2019, giving all minimum wage workers a pay increase. Make use of our designated national minimum wage section and our template letter to inform staff of their new entitlement.
New Statutory Sick Pay (SSP) rules mean qualifying staff will receive £94.25 per week from 6 April 2019. We offer a handy statutory sick pay record sheet to keep on top of SSP,…
Last Modified: 11th February 2019
With 14 February fast approaching, organisations are reminded to have the right procedures in place to avoid the pitfalls of office romances.
Whilst Valentine’s Day is often regarded as an occasion to celebrate romantic relationships, organisations can be forgiven for being less smitten with the idea. All employees should be reminded to act in a professional manner and abide by your personal relationship policy.
With Valentine’s Day falling on a Thursday, staff may decide to take a long weekend off work for a romantic break. Make the most of our checklist on managing holidays to help…
Last Modified: 1st February 2019
The start of a new year is often a time for self-reflection; presenting an ideal opportunity to plan for the months ahead. There are a host of employment law changes to navigate in 2019 which we are committed to seeing you through.
To help with your preparation, we have put together a breakdown of the key employment developments scheduled for 2019. These changes include the annual increases in national minimum wage (NMW) rates and statutory sick pay (SSP), as well as brand new initiatives such as settled status applications for EU workers post-Brexit.
As well as looking ahead, January is…
Last Modified: 1st February 2019
With Christmas just a matter of weeks away organisations should take the necessary steps to ensure the season passes with minimum fallout.
For many employees, the highlight of the season is the office Christmas party and organisations should take care to ensure aspects such as the venue and catering options are suitable for all staff, to avoid allegations of discrimination such as against those of a certain age or religion.
As certain workplace rules, including alcohol consumption, tend to be relaxed during parties, there is often an increased risk of misconduct and bullying or harassment.…
Last Modified: 19th November 2018
Recent media coverage has highlighted that employers are failing to protect staff from harassment at work, emphasising the need for improved efforts to rid the workplace of this type of behaviour.
Workplace harassment can take many forms and is generally defined as unwanted conduct that relates to an individual’s protected characteristic eg gender, race or age. Common examples include offensive language directed at a certain group, or physical contact ranging from unnecessary touching to physical assault. It may also be labelled as “banter”. For further information on the parameters of…
Last Modified: 19th November 2018
Increasing understanding of mental ill health, and promoting positive mental health, highlighted as measures to improve employee wellbeing.
Mental health problems are estimated to affect one in four people each year, with far-ranging symptoms and conditions impacting each person differently. At any time, it is highly likely an organisation is employing at least one individual whose wellbeing is influenced by mental ill health. Supportive business practices can reduce the length of employee absences, improve morale and promote positive workplace wellbeing.
On 10 October 2018, World Mental…
Last Modified: 20th November 2018
The Government has set out the consequences, in respect of employment rights, of being unable to agree a Brexit deal when the UK leaves the EU; a BEIS Committee suggests employers with 50 or more employees should be drafted into the requirement to report on their gender pay gap and the Employment Appeal Tribunal declares a refusal to postpone a disciplinary hearing rendered a dismissal unfair.
Government sets out implications of 'no deal' Brexit
Although the Government maintains that it is unlikely, it has published guidance on the implications on workplace rights if a ‘no-deal’ Brexit…