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HR / Employment Law News

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
tribunal claims

MoJ stats indicate staggering increase in employment tribunal claims

Following the Supreme Court’s decision back in July 2017, which concluded that the Employment Tribunal and Employment Appeal Tribunal Fees Order 2013 was unlawful and that the fees set out therein should no longer be charged, the Employment Tribunal has seen a significant rise in the number of claims submitted. The Ministry of Justice have now released statistics for the period from October to December 2017 which show a staggering increase of 90% in claims (not including those where the

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13th March 2018
minimum wage

Restaurant chains named and shamed for failing to pay minimum wage

Are you paying your staff in line with the National Minimum Wage? Are you sure? Some 43 employers from the hospitality sector have appeared on the government’s latest list of companies, for having failed to pay their staff the National Minimum Wage. Among those on the list are Wagamama and TGI Fridays, both of whom fell foul of the legislation as a direct result of their uniform policy. It stands to reason that if you require staff to contribute to

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12th March 2018
accompanying person

When disciplinary processes go wrong, Part 5 – The accompanying person

Who can accompany an employee to a disciplinary investigation? Can an accompanying person help or hinder an investigation? Find out more in this latest post in our disciplinary series. 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

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7th March 2018

When disciplinary processes go wrong, Part 4 – Allegations, evidence and forewarning

The fourth in a series of blogs looking at elements of the disciplinary process. Here’s what to expect at a disciplinary hearing. 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

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5th March 2018
choice of chair

When disciplinary processes go wrong, Part 3 – Choice of Chair

Part three of our blog series on managing the disciplinary process. What can happen when you appoint the wrong person as Chair of an investigation, disciplinary and/or appeal? 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

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1st March 2018

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