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HR / Employment Law News

sexual harassment recommendations

Government report makes sexual harassment recommendations

According to a BBC survey in November 2017, a startling 40% of British women, and 18% of British men stated that they had experienced unwanted sexual behaviour in the workplace. Sexual harassment in the workplace is, and has been, at the forefront of our attention for a number of months following the rise of the #MeToo movement and the ‘Time’s Up’ campaign. More recently, this has been further added to by the report produced by the ‘Women and Equalities Commission’,

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16th August 2018

Court of Appeal ruling: Sleeping on the job

The Court of Appeal has ruled that carers that sleep overnight at a client’s home, are not entitled to the minimum wage whilst sleeping. In consideration of Royal Mencap Society v Claire Tomlinson Blake and John Shannon v Jaikisham and Prithee Rampersad (trading as Clifton House Residential Home), the Court of Appeal found that any employee that stays the night at a disabled, elderly or vulnerable person’s home, are only entitled to the National Minimum Wage (NMW) while they are

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19th July 2018
social media

Religion / Belief Discrimination Myth Busters – Comments on social media

Acas recently published new guidance on religion and belief to help employers prevent discrimination on these grounds in the workplace. To assist employers further, we’ve produced another series of “myth busters” to help separate fact from fiction in this area, all of which have been published on our website over the last few weeks. Of course, if you’re an employer and would like to discuss any of the issues touched on in these posts, please contact one of our HR consultants in

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29th June 2018

Religion / Belief Discrimination Myth Busters – Holiday requests relating to religion or belief

Acas recently published new guidance on religion and belief to help employers prevent discrimination on these grounds in the workplace. To assist employers further, we’ve produced another series of “myth busters” to help separate fact from fiction in this area, all of which will be published on our website over the coming weeks. Of course, if you’re an employer and would like to discuss any of the issues touched on in these posts, please contact one of our HR consultants in confidence

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28th June 2018
HR religion

Religion / Belief Discrimination Myth Busters – Discrimination against members of the same religion

Acas recently published new guidance on religion and belief to help employers prevent discrimination on these grounds in the workplace. To assist employers further, we’ve produced another series of “myth busters” to help separate fact from fiction in this area, all of which will be published on our website over the coming weeks. Of course, if you’re an employer and would like to discuss any of the issues touched on in these posts, please contact one of our HR consultants in confidence

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21st June 2018
Religion / Belief - Refusing to do the job

Religion / Belief Discrimination Myth Busters – Refusing to do the job

Acas recently published new guidance on religion and belief to help employers prevent discrimination on these grounds in the workplace. To assist employers further, we’ve produced another series of “myth busters” to help separate fact from fiction in this area, all of which will be published on our website over the coming weeks. Of course, if you’re an employer and would like to discuss any of the issues touched on in these posts, please contact one of our HR consultants

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14th June 2018
Woman wearing hijab

Religion / Belief Discrimination Myth Busters – Dress Codes

Acas recently published new guidance on religion and belief to help employers prevent discrimination on these grounds in the workplace. To assist employers further, we’ve produced another series of “myth busters” to help separate fact from fiction in this area, all of which will be published on our website over the coming weeks. Of course, if you’re an employer and would like to discuss any of the issues touched on in these posts, please contact one of our HR consultants

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8th June 2018

Religion / Belief Discrimination Myth Busters – Philosophical Belief

Acas recently published new guidance on religion and belief to help employers prevent discrimination on these grounds in the workplace. To assist employers further, we’ve produced another series of “myth busters” to help separate fact from fiction in this area, all of which will be published on our website over the coming weeks. Of course, if you’re an employer and would like to discuss any of the issues touched on in these posts, please contact one of our HR consultants

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31st May 2018
gdpr

Need GDPR compliant HR documentation?

Whilst you may have been inundated with emails explaining the new rules around GDPR and your inclusion on every mailing list you ever signed up for, in preparation for the implementation of the GDPR on Friday, we have been working with our clients to meet the requirements of the new legislation. In particular, we have supported clients in preparing the following documents: 1.       Data Protection Policy 2.       Subject Access Request Policy 3.       Record Retention Policy 4.       Criminal Record Information Policy

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23rd May 2018
irregular hours holiday pay

Calculation of holiday pay for workers with irregular hours

  Calculating holiday pay for workers who do irregular hours can be daunting enough, but recent reporting by some publications of the recent Employment Appeal Tribunal decision in the case of Brazel v The Harpur Trust (UKEAT/0102/17) has left many scratching their heads as to the practical implications. In an attempt to make things a little clearer, here is a potted summary of the case and its practical implications. The claimant in this case was a visiting music teacher on

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5th April 2018
early conciliation

Latest Acas stats show significant increase in Early Conciliation cases

  Acas have now released their Conciliation Update for the period of April to December 2017 and the results are somewhat unsurprising given the statistics released by the Ministry of Justice’s for the period from October to December 2017. The MOJ report showed a huge increase of 90% in Employment Tribunal claims (not including those where the claim is made by two or more Claimants) compared to the same quarter in 2016. This upsurge in claims has been widely, and

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4th April 2018

Fundraising physical challenges in the workplace

Employees fundraising by undertaking physical challenges has become increasingly prevalent in recent years and a client of ours recently asked us…   ‘…from a company risk perspective is there anything we need to be doing, e.g. if someone gets ill / has an accident etc.’. We thought we would share our answer as it’s equally applicable to all employers.   If the event is being organised by the Company, there are a number of factors to consider. Obviously, such initiatives

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3rd April 2018
Adjournments

When disciplinary processes go wrong, Part 7 – Adjournments

It’s time for the final instalment in our seven-part blog series about the disciplinary process. In our last post we take a look at the different types of adjournment, and when and how they should be used. There’s nothing we hate more than being the bearers of bad news, especially when it comes to telling employers who’ve dismissed blatantly guilty employees that they’re exposed to potentially valid unfair dismissal claims. However, we often are and so it makes sense for

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28th March 2018
mitigating factors

When disciplinary processes go wrong, Part 6 – Mitigating factors

There’s nothing we hate more than being the bearers of bad news, especially when it comes to telling employers who’ve dismissed blatantly guilty employees that they’re exposed to potentially valid unfair dismissal claims. However, we often are and so it makes sense for us to set out the main reasons why in the hope that we don’t have to hold the receiver away from our ears for fear of deafness as much in future. We’ll do this in a series

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19th March 2018
Stand-by timekeeping watch

What does the recent ECJ ruling on ‘stand-by’ time mean for UK businesses?

If a worker’s obligation to remain physically present at a place determined by their employer limits that worker’s opportunities to devote him or herself to personal and social interests, that time should be regarded as ‘working time’ for the purposes of the Working Time Directive. This is a recent ruling from the European Court of Justice (ECJ) in a case brought by a Belgian fire fighter and has implications for UK employers who operate on-call or stand-by systems of work,

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14th March 2018

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