The Employment Law & HR Podcast

In this weeks’ episode of the podcast I bring you information and analysis of the second test for a fair dismissal, the reasonableness test. This is the third of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

In this episode 225 I will cover:

  • What the test for reasonableness is in accordance with the Employment Rights Act 1996
  • The two elements of a reasonable dismissal, Procedure and Substantive Fairness
  • What the fundamentals are for a reasonable dismissal decision
  • The different reasonableness and procedural requirements for each of the potentially fair reasons
  • What the range of reasonable responses test is
  • What you need to do to fairly investigate a conduct allegation
  • What you can do if you have more than one ‘suspect’ in an allegation of misconduct
  • How to deal with performance issues in order to fairly dismiss an employee for poor performance
  • What you need to consider before dismissing an employee

Action Points

Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode.

Helpful Links

Employment Rights Act 1996 

BHS v Burchell 

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

The types of training we can deliver for you are:

  • An introduction to the Equality Act
  • Equality and Diversity Training
  • An introduction to disciplinary & grievance processes and the law
  • Holding effective 1:1’s
  • Appraisal training—Introduction
  • Appraisal training—Refresher
  • Holding difficult conversations
  • Effective root cause analysis
  • Giving and receiving effective feedback
  • Dealing with change & change management
  • Time management
  • Absence management
  • How to carry out a disciplinary investigation
  • Managing the disciplinary process
  • Managing the grievance process
  • Performance and capability management
  • Assertiveness & managing confidently
  • The skills required to be a good manager
  • An introduction to mental health at work for managers

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: 225_final_mp3.mp3
Category:general -- posted at: 4:23am EDT

In this weeks’ episode of the podcast I bring you the five potentially fair reasons for dismissing an employee. This is the second of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

In this episode 224 I will cover:

  • What the five potentially fair reasons are
  • An example of each of the reasons
  • How they are applied
  • Why the facts of each are important
  • Why swearing at work can be grounds for a fair dismissal
  • Who has the burden of proving the reason for the dismissal
  • Why the burden shifts in a claim for Automatic Unfair Dismissal
  • What you need to consider before dismissing an employee

Action Points

Check what your staff handbook says about gross misconduct and ensure it includes what you consider to amount to gross misconduct in your organisation.

Helpful Links

Employment Rights Act 1996 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: 224__-_Final.mp3
Category:general -- posted at: 6:17am EDT

This episode 223 of the podcast I bring you an introduction to the law regarding unfair dismissal. This is the first of a mini series that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

It will assist both employers who may be looking at making dismissal decisions and employees who may have been dismissed and are unsure if the decision is fair or not.

In this episode I will cover:

  • The history of unfair dismissal
  • How unfair dismissal started in the early 1970’s
  • What it is and where you will find the law
  • The fundamental difference between Unfair Dismissal and Constructive Unfair Dismissal
  • The qualifying period for unfair dismissal
  • Unfair dismissal claims with no qualifying period of service
  • Claims for Automatic Unfair Dismissal
  • The time limit for claims
  • Circumstances when an employer must provide written reasons for an employees dismissal

Action Points

Whenever you are considering dismissing an employee regardless of their length of service you should ensure that as a minimum you communicate the reason for termination to the employee. Employees have rights for automatic unfair dismissal in certain circumstances regardless of their service length and communicating the reason to them is likely to minimise the risk of drawing the wrong inference as to why.

Helpful Links

Introduction to Constructive Unfair Dismissal: Episode 18 

Focus on Constructive Unfair Dismissal: Episode 21

Employee who did not receive dismissal letter wins unfair dismissal claim

Employment Rights Act 1996 

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: 223_-_Final_-_2.mp3
Category:general -- posted at: 1:49am EDT

In this episode 222 of the podcast I bring you a run down of the changes to the Working Time Regulations which are effective in the holiday year that starts after 01 April 2024.

In this episode of the podcast we cover:

  • The definition of irregular hour worker
  • The definition of part year worker
  • How statutory holiday entitlement is accrued for irregular hour and part year workers
  • How you can deal with carry over of leave
  • How to calculate holiday pay
  • Rolled up holiday pay is now permitted for irregular and part year workers
  • Examples of what to consider when calculating holiday
  • Why it is important to check contracts and holiday terms for existing employees before making a change to your holiday entitlement and pay

 

Harpur v Brazel Case Supreme Court case that has now been overturned and which is covered in Episode 202 Holiday Entitlement & Pay

You can find the full government guidance here: https://www.gov.uk/government/publications/simplifying-holiday-entitlement-and-holiday-pay-calculations/holiday-pay-and-entitlement-reforms-from-1-january-2024

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: episode_222_-_Final.mp3
Category:general -- posted at: 1:01am EDT

In this episode 221 of the podcast I bring you my thoughts and reflections on the case of Bates v The Post Office and whilst not directly related to employment law there are lots of lessons that all employers and HR can take from the events that took place.

In this episode of the podcast we cover:

  • Why employers and HR need to take internal investigations seriously.
  • The key things that investigators get wrong in disciplinary and grievance investigations.
  • The civil test of ‘balance of probabilities’ and what this means.
  • The importance of a common sense approach to issues that arise.
  • Why communication is important at all levels of the organisation.
  • Why large organisations need to have in place a means of obtaining feedback from the ground level through to Board level.
  • How setting up employee forums, committees and/or employee representatives is a good way to establish if issues are systemic.
  • Why the frequent use of settlement agreements can be a sign of an internal issue.
  • That the usage and number of settlement agreements should be reviewed at Board level.
  • How culture and leadership plays a key role in both avoiding and creating systemic and serious issues arising.
  • The importance of independent and external review of decisions and disputes.
  • A reminder that at the end of every decision is a human being whose life will be impacted.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Photo by Mick Haupt on Unsplash

Direct download: Bates_v_Post_office_Final.mp3
Category:general -- posted at: 10:43am EDT

In this episode 220 of the podcast I bring you an interview with Fay Wallis who is a specialist career coach who helps HR and People Professionals.

 

In this episode of the podcast we cover:

  • What the key issues are for HR and people professionals.
  • Tips on how to address the key issues.
  • Time Management tools techniques and resources for HR professionals.
  • Being pulled in different directions and how to manage this.
  • How to deal with confidence issues and manage imposter syndrome.
  • How to influence in your role.

Fay Wallis

If you work in the HR or People team and want to have a successful and fulfilling career but have a challenge that’s getting in the way, I’m here to help. A qualified career and executive coach with a background in HR, here are some of the ways I can support you with building your skills, confidence, opportunities and impact at work:

𝗛𝗥 𝗣𝗟𝗔𝗡𝗡𝗘𝗥
Why not download the free condensed pdf version of my popular HR Planner? It’s a brilliant tool to help you get: clear on your work & career goals, organised & on top of your workload, and ready to make an impact & impress in your role.

Here’s the link to download your copy:
 https://www.subscribepage.com/hrplanner2023waitlist

𝗣𝗢𝗗𝗖𝗔𝗦𝗧
HR Coffee Time features regularly in the top 10 Apple UK Careers Podcasts Chart, and hit the Number 2 spot in April 2023. It’s created especially to help you with your HR/People career. You can find it by searching for ‘HR Coffee Time’ on all the major podcasting platforms, or visiting this page of the Bright Sky website:

 https://www.brightskycareercoaching.co.uk/hr-coffee-time-podcast/

𝗦𝗘𝗥𝗩𝗜𝗖𝗘𝗦
• 1:1 coaching
• Inspiring HR – group coaching programme
• Interview coaching
• Career change coaching
• Online courses for LinkedIn and CV writing

𝗕𝗔𝗖𝗞𝗚𝗥𝗢𝗨𝗡𝗗
After founding Bright Sky Career Coaching in 2016 and spending several years helping hundreds of people across many sectors and levels with their careers, I realised that I got the most joy from coaching HR and People professionals. So, since September 2022, I now focus all my efforts on supporting them.

To help more ‘People people’, I’ve hand-picked a small team of expert coaches, also with an HR background, who work alongside me and share Bright Sky’s values of:

𝗩𝗔𝗟𝗨𝗘𝗦
• Empathy: We are warm, understanding and supportive.
• Expertise: Our coaches are highly qualified, with relevant HR backgrounds.
• Empowerment: We ensure our clients have the confidence, energy and skills to move forward.

We’re here to give you what you need to get to where you want to be. And if we’re not a good fit, we’ll point you to someone who is.

▶︎ 𝗚𝗘𝗧 𝗜𝗡 𝗧𝗢𝗨𝗖𝗛
𝗘𝗺𝗮𝗶𝗹: fay@brightskycareercoaching.co.uk
𝗣𝗵𝗼𝗻𝗲: 0330 223 2761
𝗪𝗲𝗯𝘀𝗶𝘁𝗲: https://www.brightskycareercoaching.co.uk/

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: 220_-_Final.mp3
Category:general -- posted at: 4:00am EDT

In this episode 219 of the podcast I bring you an interview with Michelle Gyimah who is a specialist pay gap strategist.

Michelle is an expert in assisting businesses and organisations to close their pay gap.

In this episode of the podcast we cover:

  • Why the gender pay gap is an important consideration for employers.
  • Why the gender pay gap still arises.
  • The benefits to employers of addressing the pay gap in their business or organisation.
  • What businesses and organisations should be considering with regards to their gender pay gap.
  • Simple steps employers can consider for equality.
  • Other areas of pay gap for employers to consider.
  • Some examples of how employers can make a change.

Michelle Gyimah

I’m a Pay Gaps Strategist.
I specialise in supporting HR Directors to close their pay gaps sustainably.

One of the key aspects of the work I do with organisations is provide training on how to hold better pay and progression conversations. This is an essential tool to closing pay gaps.

By working with me you will:

 Gain clear insights into what your organisation needs to do to close pay gaps

 Equip your HR teams with the ability to hold conversations about pay and pay progression so that you can retain more staff

Focus on the right measures to improve pay representation

 Grow in confidence to discuss pay gaps, pay transparency and pay equity

 Find solutions to these problems faster

 Create strategies that embed pay transparency to retain talent

 Improve your organisation’s employer brand and public perception to aid talent attraction so that you can be a leader within your sector

Talented employees are aware of their power.
They are evaluating your organisation on your commitment to building a better future.

Your mission statement is not enough.
You need to show how you are creating a truly equal environment.

Addressing inequalities, such as pay gaps and pay equity, is important for employers to take action on.

It can seem like an overwhelming task to begin, but with the right support it can be done.

I have a proven track record in supporting organisations to take tangible actions that make a difference.

My clients enjoy working with me because I combine strategy + implementation to eradicate pay gaps. For good!

If you’re looking to embed strategies to close your pay gaps, to retain and attract more talent, there are three things you can do:

 Beyond The Pay Gap Figure podcast  – subscribe and listen where I share tips and strategies to get you started: https://pod.link/1601188183

 Watch my LinkedIn Course `Inclusive Tech: Closing the Pay Gap’ https://www.linkedin.com/learning/inclusive-tech-closing-the-pay-gap/addressing-gender-binary-language-in-the-pay-gap?autoSkip=true&autoplay=true&resume=false

Ready to talk? Email at mgyimah@equalitypays.co or book here to get on a call to discuss this further
https://bookme.name/equalitypays/lite/call

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: Episode_219_-_Final.mp3
Category:general -- posted at: 4:54am EDT

Prevention of Sexual Harassment obligations for employers are changing in 2024

In this episode 218 of the podcast I bring you an update on the new sexual harassment laws in 2024, including all the information employers need to consider.

In this episode of the podcast we cover:

  • What is the current law about workplace sexual harassment.
  • What the Equality Act 2010 states about sexual harassment.
  • Why there has been a change in the law.
  • Some examples of conduct of a sexual nature that would constitute sexual harassment.
  • How a single incident can be sexual harassment.
  • Who can claim sexual harassment.
  • Compensation awarded for sexual harassment claims.
  • New legal duty on employers to take reasonable steps to prevent sexual harassment.
  • What practical steps employers can take now.
  • Recommended training for managers and employees.
  • The importance of a policy on harassment.

 

We will be providing training for employers in early 2024

If you would like more information and to add your details to our waiting list for details of our training programme for managers, HR and for employees then please email Kathy@realemploymentlawadvice.co.uk

Other resources regarding sexual harassment

Podcast: Sexual Harassment at Work: Episode 88

New Sexual Harassment Laws

How to deal with a complaint of sexual harassment by an employee

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 218_-_Final.mp3
Category:general -- posted at: 5:00am EDT

How employers can assist employees with sight or hearing loss to succeed

In this episode 217 of the podcast I bring you an interview with Dan Williams who is the founder of Visualise Training and Consultancy an organisation which promotes and enables inclusion, accessibility and equality for people living with visual impairment, hearing loss and other forms of disability.

Dan is an expert in assisting businesses and organisations to be more accessible.

In this episode of the podcast we cover:

  • How to encourage employees to be open about their condition or disability.
  • Creating an inclusive culture at work.
  • Ways in which employers can make reasonable adjustments for those with sight and hearing loss.
  • Why it is important to give meaningful consideration to adjustments.
  • Some examples of how employers can make a change and be more inclusive.
 

Dan Williams

“I established Visualise in 2014 with assistance from The Prince’s Trust. As someone who experienced gradual sight loss, I wanted to advance social change for VI (visual Impairment) rights by campaigning and advocating for inclusion, accessibility, equality and diversity.

As a qualified eye clinic liaison officer and rehabilitation assistant, and with the help of my guide dog, Zodiac, I carry out workplace assessments to support employees with visual impairments. I deliver training that educates staff to better assist clients or customers with VI. Visualise has worked with over 700 organisations across all sectors. When employees are ‘VI Confident’, inclusion becomes ‘business as usual’ for everyone involved, leading to increased job satisfaction and a more rewarding environment.

I also deliver ‘Seeing Beyond the Eyes’ CET workshops to foster closer links between the optical and sight loss sectors to benefit patients.

In a voluntary capacity, I’m on the RNIB Working Age and Transitions steering groups which assesses work-related challenges blind and partially sighted people face. I’m also a Young Ambassador for the Prince’s Trust and sit on their business launch panels, helping other young people to set up enterprises. I’m a member of the College of Optometrists’ Public Patients Reference Group (PPRG), which receives input from patients and the public to improve policies, guidance and patient resources. I am also an active Trustee for The Nystagmus Network charity.

In the beginning, sight loss feels like the end, but later, you realise it’s just the start of seeing differently and having a new outlook on life. Overcoming challenges has given me resilience, determination and the ambition needed to strive for success.

This can also be said of other disabilities, whether they are visible or invisible. We are here to take away the confusion and myths and replace these with solid information that will give you the confidence to interact and welcome those with disabilities into your working environment.”

If you’d like to know more about how your organisation can become more Disability Confident and Aware, please email me at daniel@visualisetrainingandconsultancy.co.uk

Or give me a call on 07472305268

Together we can make a difference.”

 

About Visualise

Visualise Training and Consultancy ltd are on a mission to improve inclusion and accessibility for people with disabilities. Our Founder, Daniel Williams, has an eye condition called Retinitis Pigmentosa, which means he is gradually losing his sight. Daniel established the consultancy in 2014 to share his experience and expertise with companies and organisations. This enables them to provide excellent service for customers and employees alike while meeting their legal obligations under The Equality Act 2010.

What began as a laser-sharp focussed approach centred on sight-loss impairment and its associated elements has since organically grown to encompass other disabilities such as hearing loss in an ever more significant effort for Visualise to truly become a symbol of total inclusivity.

They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.

Website: https://visualisetrainingandconsultancy.com/

Email: info@visualisetrainingandconsultancy.co.uk

 

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Zoes Law

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Direct download: Episode_217_Final.mp3
Category:general -- posted at: 5:00am EDT

This case illustrates when an employee can qualify for protection from discrimination due to menopause symptoms

In this episode 216 of the podcast I bring you a summary of a case that was decided by the Employment Tribunal in regards to the issue of whether an employee was treated less favourably due to menopause symptoms and whether her employer was under an obligation to make a reasonable adjustments. The case is Mrs M Lynskey v Direct Line Insurance Services Ltd.

In this episode of the podcast we cover:

  • When menopause symptoms could qualify someone for protection under the Equality Act.
  • The types of other claims that employees could bring if treated to their detriment because of menopause.
  • Why the Employment Tribunal considered that the employer’s attempts at adjustments were not sufficient.
  • Why the Employment Tribunal awarded Mrs Lynskey aggravated damages in this case.
  • Tips for employers in ensuring that they behave in an inclusive, fair and reasonable manner with employees who are experiencing menopause symptoms.
  • Why we recommend that employers look at making reasonable adjustments, regardless of whether an employee has a confirmed disability.

Case Reference

You can read the full judgement here: https://www.gov.uk/employment-tribunal-decisions/mrs-m-lynskey-v-direct-line-insurance-services-ltd-1802204-slash-2022-and-1802386-slash-2022

Other resources regarding menopause

Podcast: Menopause support at work: An interview with Nicola Green

Menopause & Work Reform?

An employer has been ordered to pay compensation after making menopause comments

Menopause and work – what do employers need to do and why?

New Acas Guidance on Menopause and the Workplace

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

Direct download: 216.mp3
Category:general -- posted at: 4:45am EDT

In this episode 215 of the podcast I bring you an interview with Jan Brookes who is the CEO of a local Isle of Wight Charity, Isle Access. Jan is an expert in assisting businesses and organisations to be more accessible.

In this episode of the podcast we cover:

  • The number one thing that all employers can do, with no expense, to assist their staff with long term health conditions.
  • Ways in which employers can make reasonable adjustments.
  • Why it is important to give meaningful consideration to adjustments.
  • Some examples of how employers can make a change and be more inclusive.
 

About Jan Brookes CEO

Jan is the CEO of Isle Access.

Jan has had a notable career of over 40 years in nursing including holding a short service commission as a nursing officer in the RAF. She has considerable experience of caring for people with disabilities and poor mobility, and latterly worked in care home management. 

For a short period Jan also operated an ‘Accessible Travel’ franchise, on the Isle of Wight, inspecting and booking hotel accommodation away from the Island, for people with disabilities and poor mobility. In 2015, Jan succeeded in gaining an MSc (distinction) in International Hospitality Management. The topic for her dissertation was “Identifying the needs of people with dementia when using hotels’.

She is a member of the Access Association and has undertaken training in access auditing at the Centre for Accessible Environments. In 2016 Jan spoke at Bournemouth University’s Festival of Learning week and was voted Age Friendly Island Entrepreneur of the Year in 2018.

Isle Access Logo

About Isle Access

Isle Access is an Isle of Wight based charity that is helping to improve life for disabled people on the Island.

Their vision is that residents and visitors alike can enjoy as much of the Isle of Wight as possible. Their mission is to make the Island more accessible and inclusive for people of all ages. Their aim is to support disabled people by removing barriers to access, enabling disabled people to enjoy a better quality of life and achieve new skills and experiences. They do this by:

Informing, assisting and promoting businesses, organisations, individuals and local government initiatives to welcome everyone to our beautiful Island.

Providing some accessible services, such as adapted cycling.

They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.

A circle of lifeguards training on a beach

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 215_-_Final.mp3
Category:general -- posted at: 1:43am EDT

In this episode 214 of the podcast I bring you a summary of a case that was decided by the Employment Appeal Tribunal in regards to the issue of whether an employer was under an obligation to make a reasonable adjustment to their recruitment process for an applicant with regards to his dyspraxia. The case is AECOM Ltd v Mr C Mallon.

In this episode of the podcast we cover:

  • Why businesses need to ensure that they are open to reasonable adjustments in the recruitment process.
  • The facts of the case and why they are rather unique as Mr Mallon had previously been employed by AECOM Ltd.
  • How HR for the employer got it wrong and could have resolved the matter by a simple telephone call.
  • Why someone has to be a genuine applicant for the job role in order to claim discrimination under the Equality Act.
  • Tips for employers in ensuring that your recruitment process is inclusive, fair and reasonable.

Case Reference

You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/aecom-ltd-v-mr-c-mallon-2023-eat-104

Other podcast episodes on the issue of recruitment and reasonable adjustments

Getting your recruitment process right

The Government Legal Service v Brookes – Reasonable adjustments in recruitment: Episode 79

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 214_final.mp3
Category:general -- posted at: 5:27am EDT

This Employment Tribunal case illustrates why it is important for businesses to set out terms in writing in advance of someone starting work

In this episode 213 of the podcast I bring you a summary of a case that was decided by the Watford Employment Tribunal in regards to the issue of the status of the aggrieved. The case is Guler v Newman Law LLP.

In this episode of the podcast we cover:

  • Why businesses need to ensure that agreed terms are set out in writing at the outset.
  • How the Employment Tribunal made a determination of Mr Guler’s status.
  • Why the Employment Tribunal decided that Mr Guler was a worker.
  • The issues that can arise about status and remuneration if you do not set out the terms in writing.

Case Reference

You can read the full judgement here: https://assets.publishing.service.gov.uk/media/64db5181c8dee400127f1c68/Mr_A_Guler_-v-Newman_Law_LLP3304221-2022_-_Written_Reasons.pdf

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 213_Final.mp3
Category:general -- posted at: 1:30am EDT

Workplace mediation is a critical tool for resolving disputes in the future of work

In this episode 212 of the podcast I bring you an interview and discussion with my colleague Jo Carley, who is an experienced workplace mediator and strong advocate for alternative dispute resolution in workplace disputes.

In this episode of the podcast we cover:

  • What is workplace mediation.
  • When workplace mediation is appropriate.
  • When employers should be considering workplace mediation.
  • Why it should be the starting point for any grievance formal or informal.
  • Why there is always a loser in the grievance process.
  • How workplace mediation works in practice.
  • The steps employers should be considering to implement workplace mediation.

Workplace Mediation: How we can help you

Jo Carley and I are both fully trained and experienced workplace mediators having completed the ACAS Certificate in Workplace Mediation.

If you would like us to undertake a mediation within your workplace then we would be happy to do so and can start by a no-obligation initial telephone call.

Our charges for a workplace mediation are as follows:

£350 + VAT for a half-dayplus travel costs. There is an additional charge of £100 +VAT per hour for any additional time required .

A half a day is the minimum amount of time needed (including two individual meetings and a joint meeting), but it could run over half a day depending on the extent of the issues there is to work through.

 

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 212_-__Final.mp3
Category:general -- posted at: 6:41am EDT

In this episode 211 of the podcast I bring you a run down from a case decided by the Employment Appeal Tribunal where the issue of making a change to employee contract terms was considered in the context of the employee’s eligibility for an enhanced redundancy payment. The case we are covering is Jackson v The University Hospitals of North Midlands NHS Trust [2023].

In this episode of the podcast we cover:

  • The options available to employees if they disagree with a change to contract terms.
  • The potential risks for employers of implementing changes without agreement.
  • What employers should consider when making changes to contract terms.
  • How a redundancy situation can arise when making changes to employee contract terms.
  • Why redundancy applied in this case.
  • The issue that often arises in NHS Trusts with enforced changes to roles and changes to Band ratings.
  • Why employers need to consult with employees on changes to terms.
  • The leading case of Hogg v Dover College
 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 211_Final.mp3
Category:general -- posted at: 3:15am EDT

What should employers consider when employing care leavers or care experienced people

In this episode 210 of the podcast I am joined by Ali Steele from Wight Oak Youth Services to discuss the importance for employers to think purposefully about employing care leavers and to consider the individual requirements of those who are care experienced.

In this episode of the podcast we cover:

  • Why it is important to consider care experienced employees.
  • What steps you can take to show support for care experienced employees.
  • The kinds of things that employers should be considering with regards to care leavers and care experienced persons.
  • Why christmas celebrations and birthdays can be a trigger or particularly difficult for care leavers.
  • Why young people from care often have higher resilience and better life skills and are more resourceful when compared to their peers.
  • Small things that you can do to promote awareness and best practice.

Resource and information

You can find more information about Wight Oak Youth here: Website and contact Ali Steele via hey@wightoakyouth.com

Care Leavers Covenant: https://mycovenant.org.uk/about/

In 2022 there were 82,170 children being looked after in England. Statistics can be found here: .GOV

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 210_final.mp3
Category:general -- posted at: 5:30am EDT

Procedure and Tips for employers about disciplinary investigations

In this episode 209 of the podcast I will explain why getting the disciplinary investigation process right is critical to successfully defending a claim for unfair dismissal and the steps that you need to take.

In this episode of the podcast I cover:

  • Why assigning the right person to investigate is crucial.
  • The steps that you need to take to set the scope of the investigation.
  • When you should notify the ‘accused’ of the investigation.
  • At what stage you should interview the ‘accused’.
  • Getting witness accounts of events.
  • Whether employees have the right to be accompanied at an investigation meeting.
  • Minute taking or audio recording of the meetings.
  • Dealing with reluctant witnesses.
  • The frequently asked questions about disciplinary investigations.
  • Some example scenarios to consider.
 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 209_Final.mp3
Category:general -- posted at: 11:31am EDT

In this episode 208 of the podcast I will explain what gross misconduct is so that you understand when circumstances arise that could be gross misconduct and steps to take.

In this episode of the podcast I cover:

  • What is gross misconduct?
  • The legal test for determining a fair dismissal for gross misconduct
  • The difference between misconduct and gross misconduct
  • Why it is important to set out what constitutes gross misconduct for your business or organisation in your disciplinary policy or rules
  • What is wrongful dismissal?
  • The connection between wrongful dismissal and unfair dismissal for gross misconduct
  • Some interesting example cases
  • 5 key points to consider and take action in relation to gross misconduct

 

Cases referred to:

Mr George v Dorset Healthcare University NHS Foundation Trust

Ms E Greenaway-Evans v Countryside Properties (UK) Limited

Mr Pubbi v Your-Move.co.uk I also covered the case in detail in Podcast 197 Is it fair to dismiss an employee who fails to declare bankruptcy?

Basildon Academies v Amadi

 

Training for your Team

 

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Direct download: 208_Final.mp3
Category:general -- posted at: 4:00am EDT

The reasons cases arise and steps you can take to prevent them

In this episode 207 of the podcast I bring you the most common reasons for Employment Tribunal claims to arise in our experience and ways you can reduce the risk of a claim arising.

In this episode of the podcast I cover:

  • The most common type of legal claim in our experience at this time.
  • The reasons why claims arise.
  • The fact that untrained managers and/or decision makers create the highest risk.
  • How following a simple process and keeping paperwork can reduce the risk of claim.
  • Why creating a culture of honesty and transparency can mitigate issues from arising.
  • The importance of addressing issues early on in a dispute or potential dispute.
  • Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical.
  • Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised.
  • How having in the moment notes of conversations or records of your decision making at the time can be crucial to disposing of a claim at an early stage and/or winning the case.

 

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

margarida-csilva-cQCqoTjr0B4-unsplash

Direct download: 207_-_Final.mp3
Category:general -- posted at: 1:19am EDT

In this episode 206 of the podcast I bring you a run down of the proposed changes to employment law announced by the government on the 10th May 2023. The gift that keeps giving….covid and furlough employment cases.

In this episode of the podcast I cover:

  • The change announced in regard to the sunset bill.
  • The fact that EU laws will be retained unless specifically revoked (for the time being at least).
  • Some welcome changes to working time rules.
  • Changes to holiday pay and calculations.
  • Changes to TUPE transfer requirements.
  • Making non-compete clauses post-termination no longer than 3 months.
  • The decision of the Employment Appeal tribunal in the case of Lovingangels Care Ltd v Mhindurwa where furlough was not considered as an alternative to redundancy.

You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65

If you want to ensure that you are up to date with employment law changes then subscribe to the podcast and our newsletter. To be added to the distribution list for the free fortnightly newsletter please email kathy@realemploymentlawadvice.co.uk.

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 206_-_Final.mp3
Category:general -- posted at: 5:00am EDT

In this episode 205 of the podcast I bring you my thoughts and guidance on the appraisal process and how to ensure that you are getting it right.

In this episode of the podcast I cover:

  • Why employers undertake appraisals.
  • Why employers think they should undertake appraisals.
  • Why I hate the scoring system in an appraisal process.
  • The things that can go wrong.
  • How to prepare for a good appraisal process.
  • The process to follow.
  • How to deal with issues that may arise in the meeting.
  • Why follow up is critical to success.

 

If you are introducing an appraisal process or would like guidance on refreshing your process, or training for your managers then please do get in touch and we will be happy to assist.

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 205_-_Final.mp3
Category:general -- posted at: 4:00am EDT

Disability discrimination for something arising from the disability

In this episode 204 of the podcast I bring you details of a case recently decided by the Employment Appeal Tribunal which deals with the issue of behaviour arising from disability. In the case of McQueen v General Optical Council the Tribunal and Employment Appeal Tribunal considered the reasons for the employers actions.

In this episode of the podcast I cover:

  • Section 15 of the Equality Act 2010.
  • The legal test for determining if someone has been treated unfavourably because of something arising in consequence of their disability.
  • The facts of this case.
  • The outcome as decided by the Tribunal and then upheld by the Employment Appeal Tribunal.
  • How employers should approach issues with employees who have a disability.
  • Points to note.
  • How to deal with aggressive behaviours at work.

McQueen v General Optical Council 2023 – Employment Appeal Tribunal Case. You can read the full judgement HERE 

If you find yourself in a difficult scenario with an employee or perhaps you are the person on the receiving end of a disciplinary then please do get in touch and we will be happy to advise you.

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_204_-_Final.mp3
Category:general -- posted at: 5:30am EDT

In this episode 203 of the podcast I bring you a run down on the steps you need to take to effectively manage an employee who is not performing to the level you require. I also touch upon how to address those niggly attitude or behaviour issues that seem to be coming up more and more frequently.

In this episode of the podcast I cover:

  • The starting point and self-reflection as a manager.
  • Why it is important to go through an informal process first.
  • What the informal performance management process looks like.
  • Why a Performance Improvement Plan (known as a PIP) should be the last possible option with poor performance.
  • How to go through a formal process.
  • When you can issue warnings.
  • How long a process should take.
  • Answers to frequently asked questions about performance management.
  • How to deal with poor attitude.
  • How to address general small scale poor behaviours.

Of course at the heart of good performance management is COMMUNICATION!

If you would like training for your team on how to effectively manager performance issues then I am available to provide training for 1/2 day for up to 30 people for £750 plus VAT.

 

Alternatively if you would like guidance on a performance management issue or to discuss how best to deal with a scenario then please get in touch and myself or a colleague will be happy to advise you.

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

 

Photo: Review - markus-winkler--fRAIQHKcc0-unsplash

Direct download: Episode_203_-_Final.mp3
Category:general -- posted at: 4:47pm EDT

In this episode 202 of the podcast I bring you an update on the latest news about holiday pay and holiday entitlement following the Supreme Court Case of Harpur Trust v Brazel.

In this episode of the podcast I cover:

  • Basics of holiday entitlement.
  • The foundations of holiday entitlement in law.
  • How to calculate holiday pay for employees and workers with regular hours and pay.
  • How to calculate holiday pay for employees and workers whose hours vary.
  • What to include in the calculation of the 52 week average for holiday pay.
  • Why all employees and workers are entitled to 5.6 weeks paid holiday regardless of the number of hours that they work.
  • Why part year workers are entitled to 5.6 weeks holiday.
  • Whether you can pay rolled up holiday pay.

You can ready the full judgement in the Harpur Trust case here: JUDGEMENT.

You can listen to previous episodes on holiday pay calculations here:

Holiday Pay & Commission the Court of Appeal Decision: Episode 65

Holiday Entitlement & Pay: Episode 48

Holiday & Sickness Absence: Episode 25

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: episode_202_Final.mp3
Category:general -- posted at: 4:30am EDT

In this episode 201 of the podcast I am joined by Kate Davies, Independent Fertility Nurse Consultant, Corporate & Fertility Industry Consultancy & Podcast Host of the Fertility Podcast.

I came across Kate’s details in a Facebook post shared by innocent and was inspired by the great work that she has been doing with innocent and many other businesses and organisations.

fertility policy

In this episode we talk about:

  • Why fertility is an important consideration for employers.
  • The benefits of thinking purposefully about fertility among your employees.
  • The benefits of implementing a policy around fertility and adjustments needed for those who are going through fertility treatment.
  • The kinds of things employers can do to make changes.
  • Why it is important to embed cultural change and not just introduce a policy.

Kate’s contact details

Kate Davies RN, BSc(Hons), FP Cert
Independent Fertility Nurse Consultant 
Corporate & Fertility Industry Consultancy & Podcast Co-Host

WEBSITE: www.yourfertilityjourney.com
PODCAST: www.thefertilitypodcast.com

https://www.facebook.com/YourFertilityJourney

https://www.instagram.com/your_fertility_nurse/

https://www.linkedin.com/in/kate-davies-independent-fertility-nurse-consultant-8671579b/

If you have any questions about this please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

 


Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_201_-_Final.mp3
Category:general -- posted at: 4:00am EDT

Case review of two interesting recent Tribunal cases

In this episode 200 of the podcast I bring you a run down of two interesting cases that have been in the news recently.

The first is the case of Glover v Lacoste & Mr R Harmon which is an Employment Appeal Tribunal case involving sex discrimination following the Employers requirement that managers must work flexibly with no set shift pattern or days of work.

This is an interesting case as there seems to be a trend, particularly among retail organisations, that you have to work full time to be a manager or, like in this case, be available to work at any time.

Aside from the legal implications of this type of policy it is also excluding large numbers of people from management roles and thereby narrowing the pool of talent available, at a time when recruitment is particularly difficult.

You can read the full judgement here: Judgement

The second case that of Ms H Dadhania v SAP(UK) Ltd and Others which is an Employment Tribunal case where the Judge stated in the judgement that using the F-Word at work had essentially lost the shock value it had previously had due to its commonplace usage in society today.

Whether you agree or not with the Judge’s view on this it does raise an interesting question about how you manage different sensitivities within your organisation or business.

You can read the full judgement here: Judgement

If you have any questions or would like some advice about the issues raised in these cases then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: episode_200_-_Final.mp3
Category:general -- posted at: 8:00am EDT

School Closures: What are your options?

In this episode 199 of the podcast I bring you some ideas for planning ahead for teacher strikes that may close schools and impact on your employees.

In this episode I cover the following:

  • Why you should plan ahead and discuss with staff asap.
  • The impact and stress that could be caused to individuals.
  • The importance of planning for your business continuity.
  • Options available to you.
  • Paid leave at your discretion.
  • The availability of holiday.
  • Changing hours or working flexibly.
  • Unpaid leave under the statutory right to time off for dependents
  • Home working.

If you have any questions or would like some advice about how to handle this then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

 

Photo by Element5 Digital on Unsplash

Direct download: Episode_199_-Final.mp3
Category:general -- posted at: 5:35am EDT

Being a good manager means moving from being reactive to being proactive via regular dialogue with staff

In this episode 198 of the podcast I bring you my tips and ideas on how to have effective one to one and supervision meetings with staff.

One of the things that many managers struggle with when managing people is maintaining regular meaningful communications with staff.

In this episode of the podcast I cover:

  • What is a one to one and supervision meeting.
  • What is the difference between a one to one and a supervision meeting.
  • Why it is important to incorporate in your management of staff.
  • Why it does not have to be a complicated process.
  • Why it is effective in improving performance.
  • The steps needed to hold effective one to one and supervision meetings.
  • What to include in your conversation.
  • Why follow up is critical to success
  • How it will save you time in the long run.

When preparing for one to one’s or supervision meetings I strongly recommend you read the work by Gary Vaynerchuck on Kind Candour.

You can read a blog post on it here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/

Alternatively his book, Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success is even better as a resource for managers.

You can purchase the book via Amazon HERE *

*please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon.

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 198_-_Final.mp3
Category:general -- posted at: 6:00am EDT

An interesting case where there was no written requirement to tell the employer about bankruptcy

In this episode 197 of the podcast I bring you details of the case of Pubbi v Your-Move.co.uk heard by the Employment Appeal Tribunal dealing with unfair dismissal.

In this episode I cover:

  • The facts of the case
  • The decision of the employment tribunal
  • Assessment of the reasonableness of the employers decision to dismiss
  • Advice on the case
  • Why employers need to be prescriptive of their requirements of staff
  • Some alternative scenarios in this case
  • The decision of the employment appeal tribunal

You can read the full judgement here: 

https://assets.publishing.service.gov.uk/media/62c2d86b8fa8f54e81e2ce25/Mr_K_Pubbi_v_Your-Move.co.uk__2022__EAT_96.pdf 

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

Other resources available for you

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 197_-_Final.mp3
Category:general -- posted at: 12:11pm EDT

Step by step guidance on the Employment Tribunal Process

In this episode 196 of the podcast I bring you the sixth and final episode in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This 6th episode is about the final preparation for the hearing in the Employment Tribunal. In this episode I cover:

  • Documents that you may be required to prepare.
  • Documents you may find helpful to prepare.
  • What a chronology is.
  • What a Cast List is.
  • What Written Submissions are.
  • How you should prepare if you are representing yourself.
  • Sharing the bundle with the Employment Tribunal.
  • Video Hearings.
  • In Person Hearings.

Links you may find helpful:

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

Free Template List : https://realemploymentlawadvice.co.uk/product/list-of-evidence-template-disclosure-in-the-employment-tribunal/

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

Other resources available for you

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_196_-_Final.mp3
Category:general -- posted at: 2:00am EDT

In this episode 195 of the podcast I bring you the fifth in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This 5th episode is about the process of preparing and exchanging witness evidence. In this episode I cover:

  • When you need to exchange statements.
  • How to prepare witness statements.
  • What witnesses to call.
  • What you need to include in the witness statement.
  • Why the word count in your witness statements is important.
  • Why you need to consider the number of witnesses.
  • When to make an application to the Employment Tribunal to extend the word count or increase the number of witnesses.
  • What to consider if you want to compel a witness to attend.
  • Why it is important to agree the time for exchange of statement.

Links you may find helpful:

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

Free Template List : https://realemploymentlawadvice.co.uk/product/list-of-evidence-template-disclosure-in-the-employment-tribunal/

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

Other resources available for you

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 195__-_Final.mp3
Category:general -- posted at: 5:00am EDT

In this episode 194 of the podcast I bring you the fourth in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This 4th episode is about the process of disclosure where you are required to share the evidence you have with the other party. In this episode I cover:

  • Your legal obligation to provide documents that support and undermine your case.
  • Why you have to provide documents that may help the other party’s case.
  • How to prepare and where you need to check for evidence.
  • The type of evidence that you will typically have.
  • How to prepare the list of documents.
  • What you should do about redacting documents.
  • Whether you need to disclose confidential or commercially sensitive information.
  • What you need to do if documents are missing from the other party’s list of evidence.
  • Why you need to avoid a ‘fishing expedition’ in the disclosure process.
  • What you should do about recordings of audio or video.
  • What you should consider in regards to covert recordings.
  • How to prepare the index for the final bundle of evidence.
  • What evidence to include in the bundle for the final hearing.
  • What to do if there is a dispute about the evidence to include in the final bundle for the hearing.

 

 

Free Template List : https://realemploymentlawadvice.co.uk/product/list-of-evidence-template-disclosure-in-the-employment-tribunal/

Links you may find helpful:

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

Other resources available for you

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 194_-_Final.mp3
Category:general -- posted at: 11:56am EDT

In this episode 193 of the podcast I bring you the third in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This third episode is about what happens at the Case Management or Preliminary Telephone Hearing:

  • The purpose of the case management hearing.
  • The preparation needed for the telephone hearing.
  • Why it is important to complete the agenda supplied by the Tribunal.
  • Why you should try to agree the agenda with the other party.
  • What information you need to hand for the hearing.
  • Why you need to know what your dates of availability are like, not just for a hearing but for the preparation required.
  • The importance of understanding the case facts and which basis in law you are bringing your claims
  • Why you should speak up if you do not agree or not understand something in the hearing.
  • The importance of checking the paperwork from the Tribunal after the hearing.
  • Why it is worth getting some legal advice at this stage of the process.

Links you may find helpful:

https://www.legislation.gov.uk/

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

Other resources available for you

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_193_-_Final.mp3
Category:general -- posted at: 6:32am EDT

Step by step guidance on the Employment Tribunal Process

In this episode 192 of the podcast I bring you the second in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This second episode is about what happens after the claim and defence have been filed and includes:

  • The different process that is likely to apply based on the type of claim.
  • If it is a more complex case then it is likely the Tribunal will set a telephone case management hearing.
  • What happens in simpler cases, such as straightforward unfair dismissal claims.
  • The type of Order that the Employment Tribunal will make.
  • Why it is important to check the dates of any hearings given by the Tribunal.
  • The importance of contacting the Employment Tribunal asap if you or any witnesses are unavailable on the date that any hearing has been listed.
  • The preparation required.
  • Preparation of a schedule of loss.
  • Disclosure of evidence.
  • Agreeing the bundle of evidence.
  • Why it is important to clearly note what is required and the date you must complete it by.
  • Why you must adhere to the dates set by the Employment Tribunal.
  • What you should do if you cannot complete the work required by the date set.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_192_Final.mp3
Category:general -- posted at: 6:27am EDT

Step by step guidance on the Employment Tribunal Process

In this episode 191 of the podcast I bring you the first in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This first episode is about starting the claim process and includes:

 

  • ACAS Early Conciliation process
  • Why you need to obtain a certificate from ACAS
  • When an employer may not know that an employee has started the claim process via ACAS
  • How to file an employment tribunal claim
  • What you need to include in your claim
  • What happens after you have made a claim
  • When you will receive a copy of the claim from the Employment Tribunal
  • How to complete your defence to a claim
  • Methods of submitting your defence
  • The importance of acting quickly and not delaying in filing the defence.
  • The time limit of 28 days for filing the defence with the Employment Tribunal
  • What to include in your defence

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: 191_-_Final.mp3
Category:general -- posted at: 10:55am EDT

In this episode 190 of the podcast I bring you my tips and ideas on how to best handle having difficult conversations with employees.

One of the most difficult parts of managing people is having uncomfortable conversations particularly about performance and behaviour. But it can be an easier process and one that you do not have to dread.

In this episode of the podcast I cover:

  • What is a difficult conversation?
  • Examples of difficult conversations
  • Reasons we avoid difficult conversations
  • The dangers of avoiding difficult conversations
  • What makes it easier to deal with
  • My simple approach to difficult conversations
  • Why ‘Kind Candour’ is key
  • Why you should follow Gary Vaynerchuck’s example when dealing with employee issues that arise

During the Podcast I referred to a blog post and book. You can read the blog post here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/

The book is Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success – by Gary Vaynerchuk

You can purchase the book via Amazon HERE *

*please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon.

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo andrew-thornebrooke-WRAHkIAr2_E-unsplash

Direct download: Episode_190_-_Final.mp3
Category:general -- posted at: 5:00am EDT

In this episode 189 of the podcast I bring you a detailed account of how to get your recruitment process right, and why a good process is important to ensure that you get the best candidate, conduct recruitment fairly and avoid any legal claims.

In this episode of the podcast I cover:

  • What you should consider before you start a recruitment process.
  • Best practice.
  • Things to avoid.
  • The importance of having objective selection criteria at every stage of the process.
  • What you should include in your process and procedure.
  • What to consider when making an offer of employment.
  • How to prepare for a new starter.
  • The importance of good record keeping.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

 

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_189_Final.mp3
Category:general -- posted at: 7:59am EDT

In this episode 188 of the podcast I bring you a detailed account of the probation period at the start of employment or the start of a new job role. Probation periods are something that most employers use but rarely utilise in the correct manner.

In this episode of the podcast I cover:

  • What a probation period is.
  • Why you should have a probation period.
  • What is the purpose of a probation period.
  • When not to bother with a probation period.
  • How it will set up the tone of the relationship between you and the employee for the future.
  • What to do if you need to extend the probation period.
  • What to do if you need to terminate someones employment during or at the end of the probation period.
  • How to deal with a probation period for an existing employee starting a new role.
  • The importance of good record keeping.
  • Why communication is the key to a good start to the employment relationship.

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

 

Photo by https://unsplash.com/@rossf

Direct download: Episode_188_-_Final.mp3
Category:general -- posted at: 7:08am EDT

In this episode 187 of the podcast I bring you an interview with Jeri Williams, an employer who has implemented a results only working environment within her business.

In this episode of the podcast we cover:

  • What is results only working or ROWE?
  • Why Jeri decided to implement results only working in her business?
  • The practicalities of implementing results only working.
  • The benefits to staff recruitment and retention.
  • What are the teething problems or potential issues that can arise.
  • How to set up results only working in your business.
  • The importance of getting your contracts, policies and KPI’s right before starting results only working.

Jeri Williams

Jeri is the Founder and CEO of Smooth Accounting and this is from her LinkedIn bio:

‘I started an accountancy practice from my garage in 2016, won some awards, did a thing, have signed up over 600 clients, now have beautiful offices, a filming studio and employ a team of 14, boom!  now I teach other business owners how to do the same! DM me to find out more about my 1-2-1 mentoring packages.

Bringing comedy to the very boring, grey, dull world of accountancy, firing shots all over the industry at the dino’s and abacus crew.  

You can usually find me ruffling feathers on LinkedIn or watching bunnies on Instagram. 

Running my business and my mouth. 

Help a girl out and subscribe to my YouTube channel pleeeeeaaaassse  https://youtube.com/c/JeriWilliams_’

Smooth Accounting – https://smoothaccounting.co.uk/

You can connect with Jeri on LinkedIn HERE

Why work sucks and How to Fix it: The Results -Only Revolution by Cali Ressler and Jody Thompson

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

This page includes an affiliate link which means that if you purchase the book via this link I will receive a commission payment. It will not cost you any more but I will get a fee for your purchase.

Photo by Kevin Bhagat on Unsplash

Direct download: Alison_Jeri_Podcast_Final.mp3
Category:general -- posted at: 7:00am EDT

In this episode 186 of the podcast I bring you information and ideas on how best to deal with issues of alcoholism and substance abuse at work.

In this episode of the podcast I cover:

  • Why employers need to think purposefully about how to deal with alcohol and substance abuse among employees.
  • Why alcohol and substance abuse issues may arise.
  • Your legal duties as an employer.
  • The impact of alcohol and substance abuse at work.
  • How to deal with disciplinary issues that arise as a result of alcohol and substance abuse.
  • Some practical tips for employers.

You may also find the following helpful.

Alcohol at work: What do you need to consider for your policy?

This episode was as a result request from a listener who asked to cover the issue of alcohol at work. If you have any questions or particular issues that you would like covered please do email me, alison@realemploymentlawadvice.co.uk and I will ensure it is covered in a future episode.

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Vinicius “amnx” Amano on Unsplash

Direct download: 186_final.mp3
Category:general -- posted at: 4:05pm EDT

In this episode 185 of the podcast I bring you my observations of the critical things that employers and HR professionals should be considering and acting upon now. This is in light of things that we are seeing in practice and which I can foresee causing difficulties in the very near future.

In this episode of the podcast I cover:

  • Why thinking about mental health and wellbeing of staff is critical at this time.
  • At a very minimum you should be developing a wellbeing strategy for employees.
  • Why you should be considering your staff who are/will be considered as the ‘working poor’.
  • Highlighting the issue that may arise with lower paid staff in your organisation as the cost of living continues to rise.
  • Why you need to think carefully now about what you will do when the rules around self-isolation upon receipt of a positive covid test will change?
  • Some suggestions on what you may wish to include in your policy/process.
  • Why disputes are likely to arise if you do not consider it meaningfully now.
  • If you are revisiting hybrid working and considering introducing long term, what you should consider.

You may also find the following helpful.

Top Tips for Managing Mental Health in the Workplace

Introducing Hybrid Working – what do employers need to consider: Part 2

Introducing Hybrid Working – what do employers need to consider: Part 1

Hybrid Working Checklist for Employers

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

Photo by Glenn Carstens-Peters on Unsplash

Direct download: Episode_185_-_Final.mp3
Category:general -- posted at: 5:02pm EDT

The importance of following a fair process in an unfair dismissal claim

In this episode 184 of the podcast I bring you details of a recent case decided by the Court of Appeal in respect of unfair dismissal in a redundancy situation. The case is Gwynedd Council and S Barratt & I Hughes

In this episode of the podcast I cover:

  • The basic position with regards to unfair dismissal and redundancy dismissals.
  • Details of the case and why the Judge at the Employment Tribunal decided the dismissal was unfair.
  • What employer’s need to consider when going through a redundancy consultation.
  • Why a failure to allow an appeal against dismissal is one factor to be considered by an employment tribunal in a claim for unfair dismissal.

You may also find the following helpful.

Redundancy Process: Alternative Vacancies

Redundancy Process: Pools & Selection Criteria

Electing Employee Representatives: Redundancy Procedure

The Redundancy Consultation Process

Introduction to Redundancy

 

Fixed Price Advice from Real Experts


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_184_-_Final.mp3
Category:general -- posted at: 6:27am EDT

In this episode 183 of the podcast I bring you an interview with Nicola Green, a specialist in helping organisations with menopause support at work.

In this episode of the podcast we cover:

  • Why it is important for employers to think meaningfully about menopause support.
  • The benefits of putting in place good menopause support and strategy.
  • The fact that menopausal women are the fastest growing demographic in the workplace.
  • Why having mental health first aid in place is important.
  • What wellbeing initiatives you can implement.
  • How addressing this topic can help other staff and staff issues.
  • The key things that flow through menopause support, domestic violence and childless women among many other issues.

Some useful links for you

Domestic Violence and Abuse: what do employers need to know

Childless women in the workplace: What employers should consider.


Nicola Green

Nicola Green Consultancy helps organisations address menopause in their workplace by providing  practical advice and support in the form of bespoke presentations and training sessions to employees, managers and business owners of all ages and genders.

Nicola Green Consultancy
07795655507
www.nicolagreenconsultancy.co.uk

You can connect with Nicola on LinkedIn 

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: episode_183_-_Final.mp3
Category:general -- posted at: 3:00am EDT

In this episode 182 of the podcast I bring you details of the current legal right to request flexible working and what employers need to know, as well as detail about the consultation for change to the flexible working rights and requirements.

In this episode of the podcast I cover:

  • The Government’s consultation behind the proposed changes to the current arrangements for flexible working.
  • The current flexible working request regime.
  • The proposed changes.
  • How will the proposed changes work in practice.
  • Practical tips for managing flexible working requests
  • FAQ’s about flexible working.

You may also find the following helpful.

Right to request Flexible Working : Episode 1

What are the benefits of implementing flexible working in your business?

Free Flexible Working Request Policy

Employee wins £180,000 in compensation for refusal of flexible working request

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_182_-_Final.mp3
Category:general -- posted at: 3:58pm EDT

In this episode 181 of the podcast I bring you my thoughts on the main changes to the world of work that employers need to be aware of.

These are my views on what has caused the change and what employers have to consider moving into 2022.

I would be very interested to hear your thoughts on this? Have I missed something? What do you think will be the biggest change in 2022? Please leave a comment below or email me alison@realemploymentlawadvice.co.uk.

In this episode of the podcast I cover:

  • The issue of recruitment and retention.
  • Why recruitment and the shortage of staff and skills is critical to business and business growth.
  • Why, in my view, there has been a ‘perfect storm’ of factors coming together at the same time.
  • The ‘shift in power’ that has come about as a result of the recruitment and retention crisis.
  • What employers can do on a practical basis to resolve and reduce the impact.
  • Why hybrid working is changing the world of work.
  • The importance of planning properly in advance of implementing a long term hybrid working policy.
  • Contractual changes required by law and good practice.
  • Legislative changes that have been made or are pending.
  • Future possible changes being led by legislation.
  • Why the pace of real time practical change in HR and the working environment far exceeds that of legislative change.

You may also find the following helpful.

Bring your pet to work considerations

Hybrid Working Podcast

Hybrid Working Checklist

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Ross Findon on Unsplash

Direct download: Episode_181_-_Final.mp3
Category:general -- posted at: 8:00am EDT

In this episode 180 of the podcast I bring you my practical top tips for managing mental health in the workplace.

These are my practical tips which I recommend all employers implement in their business or organisation.

Promoting good mental health practices and wellbeing need not be difficult and in this episode I breakdown into some easy steps to follow.

In this episode of the podcast I cover:

  • How to prevent issues from arising as a result of work.
  • The importance of being aware and well informed.
  • How to spot the warning signs among colleagues.
  • Why the best managers really know their staff.
  • Why open communication about mental health is critical.
  • How to create a culture of openness and support.
  • Why you should give meaningful consideration to reasonable adjustments.
  • Practical ideas you can implement with limited resources.

You may also find the mini series covering mental health in more detail useful to listen to.

Mental Health & Work Mini Series – Episode 1

Mental Health & Work Mini Series – Episode 2

Mental Health & Work Mini Series – Episode 3

Mental Health & Work Mini Series: Episode 4

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_180_-_Final.mp3
Category:general -- posted at: 4:39pm EDT

In this episode 179 of the podcast I bring you an extract from a webinar I recently delivered for our HR Harbour Members on the top tips for managing sickness absence.

These are my practical tips for really managing sickness absence with employees.

I understand how difficult it can be to manage employees who are absent and in this episode I breakdown into some easy steps to follow.

In this episode of the podcast I cover:

  • The critical point is to manage sickness absence!
  • What the barriers are to effective management of absence.
  • The importance of a clear reporting process.
  • How and why you should maintain contact during absence.
  • The exception when you should not make contact.
  • The importance of self-certification forms.
  • Return to work meetings and the format.
  • What to do about frequent absence.
  • Why it is important to get to the root cause of the absence.
  • How effective management of absence will help you get to the root cause quicker!

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_179_-_Final.mp3
Category:general -- posted at: 4:58pm EDT

In this episode 178 of the podcast I bring you a fantastic interview with Karin, Sophia and Lindsay from Gateway Women an organisation who support childless women.

To quote from the podcast interview “Women in the workplace who are childless is the biggest diversity issue that HR have not heard of” and hopefully in this episode we can educate employers and HR about the issue so that at the very least awareness is raised about this issue that is affecting more and more women.

In this episode of the podcast we cover:

  • The importance of being aware of childless women in the workplace in your equality, diversity and inclusion policies and planning.
  • The importance of applying policies in the workplace in a fair and reasonable way regardless of parental status.
  • Why you should consider implementing a specific policy in regards to childless employees.
  • Why you should ensure you apply flexible working policies fairly.
  • Why employers should consider flexibility across the business and the benefits this can bring to productivity and staff morale.
  • Some of the issues that can arise in the workplace for women who are childless.
  • The starting point of training and awareness for HR, managers and Employers.
  • Small changes that can be made to increase inclusion.
  • That 20%-30% of working women in the western world are childless.
  • The benefits of implementing changes in your business to increase inclusivity for childless women.
  • A great practical example of what you can do from Brewdog – Pawternity Leave for employees who have a new dog. https://www.brewdog.com/blog/dog-days
Sophia

Karin Enfield, Operations Director Gateway Women – karin@gateway-women.com

gateway-women.com

I will be focusing on equality, diversion and inclusion issues that are not covered by the Equality Act in future podcast episodes so if you have any ideas or would like to be a guest on the podcast in future to cover any topics please get in touch alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_178_-_Final.mp3
Category:general -- posted at: 5:15am EDT

In this episode 177 of the podcast I bring you my practical tips for managing home working. This follows episodes 174 and 175 about the introduction of hybrid working.

As many employers will be continuing with home working arrangements in the long term it is important to ensure that arrangements are made for the health, safety and wellbeing of the employee, and to ensure that supervision of the employee is effective and works for the business and employee.

At Real Employment Law Advice we have been home working from the start which made it much easier for us to continue working smoothly when lockdown happened, but it also means that we have several years experience to draw from on what works and what does not work.

In this episode of the podcast I cover:

  • The importance of setting up home working arrangements correctly at the outset.
  • Why you should have clear expectations of staff who work from home.
  • The importance of a good quality job description and set of objectives or targets that are measurable.
  • Why I recommend that you visit the employees home office for health and safety and security purposes.
  • Some considerations when deciding on equipment and home office furnishings.
  • How to ensure team spirit and working amongst a team who only work remotely.
  • The importance of regular and purposeful communication with home workers.
  • Some ideas on how you can recreate some of the conversations and connections that would normally happen if everyone worked together in an office.

You may also find it helpful to listen to episodes 174 and 175 if you are implementing hybrid working or a mixture of hybrid and full home working.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Picture by vadim-kaipov-OPep4JA-jn8-unsplash

Direct download: episode_177.mp3
Category:general -- posted at: 6:40am EDT

In this episode 176 of the podcast I bring you the latest information on furlough ending and the key points employers need to be aware of in respect of the changes to self-isolation rules which came into effect in August 2021.

In this episode of the podcast I cover:

  • Why it is important to make plans now for the end of furlough.
  • What your options are in respect of furloughed or flexibly furloughed staff.
  • Why you need to consider carefully what you will do in the event you have to close your business after the furlough scheme has ended.
  • My suggestions on some steps to take to mitigate the risks to your business.
  • What you need to know about with regards to changes to self-isolation rules.
  • The key information to communicate to staff about self-isolation.
  • Why you need to expressly state to employees that they must report to you if someone they are close to or live with has a positive covid test.
  • The importance of updating your covid risk assessment and sharing this with staff.

Redundancy Resources

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Sigmund on Unsplash

Direct download: Episode_176_-_Final.mp3
Category:general -- posted at: 7:30am EDT

In this episode 175 of the podcast I am following on from the last episode on Hybrid Working and this time bring you my list of practical considerations that employers should be working through when preparing to introduce Hybrid Working.

In this episode of the podcast I cover:

  • Why it is important to consult with staff before you finalise your policy and introduce Hybrid Working.
  • Why you should give serious consideration to having a trial period for Hybrid Working before making it a permanent change.
  • Why stipulating the frequency of days employees can work from the office is important.
  • How to consider what days of the week employees must work from the office and why it is important to set this as a requirement of staff.
  • Why you should think seriously at the early stages about office space and how it will work with employees coming to the office.
  • Whether you need to change employee contracts or merely issue a letter detailing the change.
  • What you need to consider if the change to Hybrid Working is not agreed by some staff.
  • Why serious consideration needs to be given to the potential impact Hybrid Working could have on equality, diversity and inclusion in your business.
  • Why I would not advise allowing Hybrid meetings to take place, and would recommend that all staff are either present in the meeting or everyone attends virtually, regardless of their location.
  • Why work life balance needs to be part of your consideration when introducing Hybrid Working.

Free Checklist for Employers who are considering Hybrid Working

I have created a check list of all of the things that I recommend you include in your considerations, discussions and policy when introducing Hybrid Working.

You can download your free copy here: FREE CHECKLIST

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Jake Weirick on Unsplash

Direct download: Episode_175_-_Final.mp3
Category:general -- posted at: 4:18pm EDT

In this episode 174 of the podcast I am very pleased to be joined by Kate Davis, Leadership Coach and business mentor to talk about the very timely and topical subject of Hybrid Working.

In this episode of the podcast we cover:

  • Why this is a timely and particularly important issue now.
  • Why it is important for employers to plan ahead and really look at the steps required to implement hybrid working.
  • Why communication is the key to successful continued hybrid working.
  • Some of the issues that can arise and which employers need to be aware of for success.
  • Why it is important to revisit the issues around hybrid working in the future.
  • Some practical people management tips to be successful with hybrid working.

Meet Kate Davis

Kate Davis is a Leadership Coach and business mentor, helping creative business owners to create their vision, and lead themselves first to grow a successful team and business. To lead yourself first, do more of what you love, and create the vision for those you work with, to inspire and empower others. 

An ICF certified coach, business architect and change manager, Kate has over 20 years experience of mentoring and creating successful operational teams. She specialises in helping small business owners grow and scale their remote, freelance or hybrid teams. 

Find her at www.katedavis.net or www.linkedin,com/in/katedaviscoach

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_174_-_interview_-_Final.mp3
Category:general -- posted at: 5:10pm EDT

In this episode 173 of the podcast I continue the series about dealing with capability and performance issues with staff. With what I am calling, the ‘Covid effect’, there may be more issues arising with employee attitudes and performance at work, particularly as staff return from long term furlough.

In my experience employers and managers find it very difficult to know how best to approach capability and performance issues. It is not the same as a conduct issue which can be fairly straightforward to follow a disciplinary process. Capability procedures are more involved and can have a variety of issues that arise as a result.

This is the last episode in the mini series and in this episode I am bringing you some case examples decided by the Employment Tribunal.

In this episode of the podcast I cover:

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_173_Final.mp3
Category:general -- posted at: 8:21am EDT

In this episode 172 of the podcast I continue the series about dealing with capability and performance issues with staff. With what I am calling, the ‘Covid effect’, there may be more issues arising with employee attitudes and performance at work, particularly as staff return from long term furlough.

In my experience employers and managers find it very difficult to know how best to approach capability and performance issues. It is not the same as a conduct issue which can be fairly straightforward to follow a disciplinary process. Capability procedures are more involved and can have a variety of issues that arise as a result.

In this episode of the podcast I cover:

  • When an unfair dismissal claim can arise as a result of a capability dismissal.
  • What you need to do to minimise the risk of a claim for unfair dismissal.
  • Why preparation and getting the process right is crucial.
  • What happens if an employee discloses a disability during the capability process.
  • When problems are most likely to arise.
  • Why it is important to ensure you have good, regular communication with staff.
  • What happens if you are not honest with employees about performance.
  • The importance of a good appraisal process.
  • Why employees often raise allegations of bullying when the capability process starts.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_172_Final.mp3
Category:general -- posted at: 8:28am EDT

In this episode 171 of the podcast I continue the series about dealing with capability and performance issues with staff. With what I am calling, the ‘Covid effect’, there may be more issues arising with employee attitudes and performance at work, particularly as staff return from long term furlough.

In my experience employers and managers find it very difficult to know how best to approach capability and performance issues. It is not the same as a conduct issue which can be fairly straightforward to follow a disciplinary process. Capability procedures are more involved and can have a variety of issues that arise as a result.

In this episode of the podcast I cover:

  • How to prepare for the formal capability / performance process.
  • The steps you need to follow with a formal process.
  • What you should include in your ‘investigation’ into performance / capability issues.
  • What you need to include in the letter to the employee inviting them to the hearing.
  • What you should say at the outset of the meeting with the employee.
  • How to handle the meeting.
  • What you need to do to follow up with the employee.
  • What happens if the employee still does not improve following each stage of the process.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_171_-_Final.mp3
Category:general -- posted at: 7:28am EDT

In this episode 170 of the podcast I start a new series about dealing with capability and performance issues with staff. With what I am calling, the ‘Covid effect’, there may be more issues arising with employee attitudes and performance at work, particularly as staff return from long term furlough.

In my experience employers and managers find it very difficult to know how best to approach capability and performance issues. It is not the same as a conduct issue which can be fairly straightforward to follow a disciplinary process. Capability procedures are more involved and can have a variety of issues that arise as a result.

In this episode of the podcast I cover:

  • What issues may be arising with staff and what you need to look out for.
  • The things to consider before you embark on a capability or performance process.
  • Why the starting point is always looking at you as the manager/employer and what you have done to contribute or not to the employees performance issues.
  • The number one reason why problems arise with staff when you start a capability process or conversation.
  • How to reduce conflict with staff.
  • The things to consider when deciding if you have an informal discussion or start a formal capability process.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_170_-_Final.mp3
Category:general -- posted at: 10:17am EDT

In this episode 169 of the podcast I am covering the tricky question of what you can do if an employee refuses to return to the workplace because of covid concerns. Also with the guidance about shielding changing what you need to consider when asking a formerly shielding employee to return to work.

In this episode of the podcast I cover:

  • How to avoid problems from arising when you are getting ready to bring employees back to work.
  • What you need to consider if an employee tells you they are worried about returning to work.
  • Reasons why an employee may be worried about returning to the workplace.
  • Why I would not advise you to force an employee to return.
  • Why I would not advise you to go through a disciplinary process or dismiss an employee who refuses to return.
  • What options are available to you for employees who will not return in the short-term and longer term.

 

You can download a free copy of our recommended checklist to use when bringing staff back from furlough here: DOWNLOAD

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Picture from priscilla-du-preez-w59nZxIkw8M-unsplash-scaled

Direct download: Episode_169_Final.mp3
Category:general -- posted at: 7:23am EDT

In this episode 168 of the podcast I am covering an issue that has been coming up fairly frequently of late, as employers are looking to make changes to employee terms in light of uncertainty about the economy and what business will really be like once lockdown restrictions are eased. So what do you need to consider if you are changing employment contracts.

In this episode of the podcast I cover:

  • What to consider in advance of making a change to terms of employment.
  • When a change may not be contractual.
  • When a change may be covered by an existing term of the contract.
  • What you need to consider if the changes cannot be agreed.
  • Unilateral changes to the contract terms and potential implications.
  • Giving notice to an employee and offering to re-engage them on the new terms.
  • Possible legal risks of making changes to contract terms.
 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_168_-_final.mp3
Category:general -- posted at: 12:03pm EDT

In this episode 167 of the Podcast I am joined by Tony Coward, who is a coach for adults with ADHD. Tony himself has been diagnosed with ADHD which led him to seek out others with the condition and begin his journey to becoming an accredited ADHD coach.

In this episode we will cover:

  • What adult ADHD is.
  • How to recognise and seek an assessment for ADHD.
  • Why employers need to be aware of adult ADHD within the workforce.
  • Adjustments that can be made to assist employees with ADHD.
  • When ADHD can be a disability for the purposes of the Equality Act 2010.

Helpful Resources

Contact Tony by email: nomaddcoach@gmail.com or via his website: https://www.nomadd.coach/

https://adhduk.co.uk/

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


More Resources for you

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

Direct download: Interview_audio_Tony_Coward_-.mp3
Category:general -- posted at: 6:57am EDT

Protected discussions leading to a Settlement Agreement

In this episode 166 of the podcast I am covering an issue that was raised by a listener to the podcast, namely when you can rely on Section 111A of the Employment Rights Act 1996 to prevent settlement discussions being used against you as evidence.

In this episode of the podcast I cover:

  • What a protected conversation is.
  • What the purpose of Section 111A Employment Rights Act is.
  • What the difference is between a protected conversation under the statutory provision and the without prejudice rules.
  • When to be cautious about settlement discussions.
  • When you can rely on the ‘without prejudice’ rules.
  • Why often it is worth the risk to have the conversation despite the possibility that your discussions will not be covered by the without prejudice or Section 111A rules.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_166_-_Final.mp3
Category:general -- posted at: 5:32am EDT

In this episode 165 of the podcast I am very pleased to be joined by Ed Grey from BlueTouchPaper consulting to talk about the very timely and interesting subject of Domestic Violence & Abuse and the interrelationship with work.

This episode had been in the planning stages for several months, following a timely conversation between Ed and I, but by coincidence we recorded this episode only a couple of days after the Business Minister, Paul Scully MP published an open letter to Employers on the subject of domestic violence.

You can find the letter here: https://www.gov.uk/government/publications/domestic-abuse-open-letter-to-employers-on-how-to-help-workers-find-the-right-support/domestic-abuse-open-letter-from-the-business-minister-to-employers

In this episode of the podcast we cover:

  • Why this is a timely and particularly important issue now.
  • Why this is relatively new issue for employers and one that you may not have thought about in the context of your employment obligations.
  • What the different types of abuse are.
  • What employers legal obligations are.
  • Practical steps for employers who suspect an employee may be the victim of Domestic Violence and Abuse.
  • What employers should consider if an employee makes a disclosure of domestic violence and abuse.
  • Resources for employers.

Practical steps for Employers

  1. Listen without judgement
  2. Do not excuse or blame
  3. Do not tell the employee to leave their partner
  4. Believe them
  5. Validate what they tell you
  6. Ask them what they feel they need
  7. Share information about resources the employee can access them self
  8. Arrange to keep in touch and agree a safe way to maintain contact – consider a safe word

Remember: HR and Managers are not counsellors, we are however all human beings so ensure you approach with kindness and support and seek advice when you are unsure and you will rarely go wrong!


Ed Grey from BlueTouchPaper Consulting

Ed Grey

Email: edward@bluetouchpaperconsulting.co.uk

Telephone: 01983 840 830 / 079600 12475

Website: www.bluetouchpaperconsulting.co.uk

Resources

England & National

Scotland

Hampshire & IOW

Wales

  • 24h Live Fear Free Helpline for Violence against Women, Domestic Abuse, & Sexual Violence: 0808 80 10 800 Text: 07800 77333 info@livefearfreehelpline.wales

Northern Ireland

  • 24h Domestic & Sexual Violence Helpline: 0808 802 1414
  • help@dsahelpline.org

Free Domestic Violence & Abuse Policy

We have created a template Domestic Violence & Abuse Policy for you to use and implement in your organisation.

You can download for free here: DOWNLOAD THE FREE POLICY

 

If you have any questions or require specific advice please do not hesitate to get in touch: 01983 897003 or email: alison@realemploymentlawadvice.co.uk

 

Photo by Sydney Sims on Unsplash

Direct download: episode_165_-_interview_with_Ed_Grey_-_Final.mp3
Category:general -- posted at: 8:30am EDT

In this episode 164 of the Podcast I address a question which has arisen frequently since the announcement by Boris Johnson on the 4th January 2021 that schools would close the next day. What are the options for employees impacted by school closures and childcare issues.

In this episode I will cover the various options available including:

  • Time off for dependents
  • Parental Leave
  • Holiday
  • Unpaid leave
  • Furlough
  • Temporary changes to terms and conditions

In this episode I also cover some practical guidance including:

  • Checking in with staff regularly for welfare discussions
  • Ensuring that you are being reasonable
  • Managing expectations of staff during this time
  • Being mindful of potential reputation implications of your decisions

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_164_-_Final.mp3
Category:general -- posted at: 10:56am EDT

In this episode 163 of the Podcast I reflect on all that has gone on in the last year and cover the notable changes and developments in employment law and HR.

In this episode I will cover:

  • The development of the coronavirus pandemic.
  • Furlough and the Job Retention Scheme.
  • Redundancy processes.
  • Development in Equality and Diversity in the workplace in the wake of the murder of George Floyd and the Black Lives Matter movement.
  • The extension of the ACAS Early Conciliation time from 4 weeks to 6 weeks.
  • Developments in the Employment Tribunal process with the growing usage of video hearings.
  • Ethical veganism as a protected characteristic under the Equality Act.
  • Changes to requirements for employment contracts.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Immo Wegmann on Unsplash

Direct download: Episode_163.mp3
Category:general -- posted at: 3:39pm EDT

In this week’s episode of the Podcast I am talking about a subject that has come up in several enquiries we have received recently, and which is particularly important at this time of year when decisions are being made about end of year bonus payments.

So, when is an employer able to use discretion to decide not to pay an employee a bonus?

In this episode I will cover:

  • The difference between a contractual and discretionary bonus scheme.
  • The consequences of failing to pay a contractual bonus payment.
  • Why the Employment Tribunal is reluctant to allow employers to have complete discretion over payment of a bonus.
  • What you need to consider if you are an employer who includes a bonus scheme as part of your pay package for employees.

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_162_-_Final.mp3
Category:general -- posted at: 9:47am EDT

In this week’s episode of the Podcast I am pleased to say it is a break from furlough and covid related news.

When you make a claim in the tribunal or if you defend a claim you need to set out in writing the details of your claims or defence. In this episode I bring you some useful tips on making or defending a claim in the Employment Tribunal following a recent decision of the Employment Appeal Tribunal.

In this episode I will cover:

  • What the case of C v D UKEAT/0132/19/RN says about making a claim and keeping it brief.
  • Some tips on making your case.
  • Some tips on preparing your defence.
  • Why my colleague got a ticking off from the Employment Tribunal after the judgement in the C V D case.

You can read the full judgement in the C V D case HERE

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_161_Final.mp3
Category:general -- posted at: 4:17pm EDT

The furlough extension scheme guidance was published on the 10th November 2020 and updates followed late on the 13th November 2020.

In this episode of the podcast I bring you the key information about the scheme including:

  • Points to note that differ from the previous scheme
  • Changes to the scheme which will come into effect on the 1st December 2020
  • Why you cannot claim for a period of notice after the 1st December 2020
  • Who employers can claim for
  • How the scheme works with regards to holidays
  • What the reference period is for calculating wages

Action to take

Employers who want to use the scheme must write to staff to seek agreement for a continued period of furlough.

Many employers will have already written to employees to tell them that the furlough scheme was ending, and their period of furlough or flexible furlough would be coming to an end. You will therefore need to enter into a new agreement with them for the new period of furlough extension.

We have produced a Free Template Letter which you can use – download your free copy HERE.

As always if you have any questions or you need specific advice please contact us directly on 01983 897003 or by email to: alison@realemploymentlawadvice.co.uk

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Furlough_scheme_update_-_160_-_Final.mp3
Category:general -- posted at: 10:57am EDT

Despite remaining resolute that the coronavirus job support scheme, commonly known as the furlough scheme, would end on the 31st October 2020, it was announced that, along with a second lockdown the scheme would continue.

This means that the level of support employers have received previously and during the first lockdown will continue, with employers claiming 80% of wages for furloughed hours.

In this episode of the podcast I cover the key points to note at this time (01/11/20):

  • Any business can use the scheme.
  • Employers must pay 80% of wages for time not worked, i.e. when the employee is furloughed.
  • There is no additional contribution required, the government will pay the full 80% that you must pay to furloughed employees, up to a cap of £2,500.
  • Employers are required to pay National Insurance and Pension Contributions.
  • Flexible-furlough is available, meaning employees can work some of their normal hours and Employers can make a claim for 80% of pay for the remaining time not worked.
  • Neither employer nor employee needs to have previously used the scheme in order to use it now.
  • Employees must have been on the employers’ PAYE payroll by 23:59 on 30th October 2020. Meaning an RTI submission must have been made for them on or before the 30th October 2020.
  • Calculations for pay and hours will broadly follow the same method as previously used under the scheme.
  • Minimum report period of 7 consecutive calendar days.
  • Employers need to keep a record of the hours worked and usual hours they would be expected to work in a claim period.
  • Employers can top up wages if they wish.
  • There will be no gap in eligibility for support between end of the old scheme and this new extension scheme.

Action to take

Employers who want to use the scheme must write to staff to seek agreement for a continued period of furlough.

Many employers will have already written to employees to tell them that the furlough scheme was ending, and their period of furlough or flexible furlough would be coming to an end. You will therefore need to enter into a new agreement with them for the new period of furlough extension.

We have produced a Free Template Letter which you can use – download your free copy HERE.

As always if you have any questions or you need specific advice please contact us directly on 01983 897003 or by email to: alison@realemploymentlawadvice.co.uk

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_159_Final.mp3
Category:general -- posted at: 3:18pm EDT

In this episode of the podcast I cover two important updates for employers.

Firstly, changes to the Job Support Scheme to provide cover for those employers who have to close their premises due to local lockdown restrictions.

Secondly, with the UK’s withdrawal from the EU looming there are important steps that Employers must consider.

In this episode I cover:

  • What the amendments to the Job Support Scheme mean for employers.
  • How much pay will be covered for those businesses forced to close.
  • What employers need to do about EU National employees post Brexit.
  • Why it is important that EU nationals apply for settled or pre-settled status before the 30th June 2021.

Further information about the Job Support Scheme

  • Fact sheet published on .Gov website
  • Get in touch if you would like advice on the scheme and what it will entail: 01983 897003 or alison@realemploymentlawadvice.co.uk
  • We will also be producing a free letter to obtain agreement from employees who are going to be placed on the Job Support Scheme. This will be available as soon as further guidance is published by the government so do check back to the website or sign up for our newsletter to get the details.

How to apply for settled status

https://www.gov.uk/entering-staying-uk/rights-eu-eea-citizens 

 

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_158_Final.mp3
Category:general -- posted at: 3:21pm EDT

In this episode of the podcast I cover a run down on what we know about the Job Support Scheme currently.

The new scheme aimed at supporting ‘viable’ jobs is available for qualifying employers from the 1st November 2020.

In this episode 157 I will cover:

  • Which employees an employer can claim for under the scheme.
  • The qualifying time for an employee to be on the payroll to make a claim.
  • That large employers will have to demonstrate their turnover has been impacted.
  • The way the scheme will work and that costs will be split between employer, employee and government subsidy.
  • That employees have to work a minimum of 33% of their normal hours to make a claim for them.
  • The minimum wages an employee must receive.
  • How the scheme will work in practice.
  • Restrictions on making redundancies and claiming under the scheme.
  • Steps employers must take if they are going to use the Job Support Scheme.
  • Outstanding questions on the scheme which we hope will be answered in the further guidance when published.
  • Observations about the effectiveness of the scheme.
  • Why I feel that there will be a significantly reduced take up of the scheme (compared to flexible furlough) and it will not prevent redundancies from happening.

Further information about the Job Support Scheme

  • Fact sheet published on .Gov website
  • Get in touch if you would like advice on the scheme and what it will include: 01983 897003 or alison@realemploymentlawadvice.co.uk
  • We will also be producing a free letter to obtain agreement from employees who are to be placed on the Job Support Scheme. This will be available as soon as further guidance is published by the government so do check back to the website or sign up for our newsletter to get the details.

Featured image by Neil Thomas on Unsplash

Direct download: Episode_157_Final.mp3
Category:general -- posted at: 3:23pm EDT

In light of the increasing number of covid-19 cases in the UK, and increasing number of people with symptoms who are self-isolating whilst waiting for a text result, or are doing so on advice from the NHS, many employers are once again asking “what do I pay an employee who is self-isolating?”.

In this episode of the podcast I answer this common question for employers and employees, as well as tackling other employment issues.

In this episode I cover:

  1. When does an employee have to self-isolate?
  2. When Statutory Sick Pay (SSP) becomes payable to employees who are self-isolating?
  3. What the covid/coronavirus SSP changes are?
  4. Why employers need to ensure employees are encouraged to follow the rules and self-isolate when notified that they should.
  5. Possible new penalties for employers who actively encourage employees to work or who ‘punish’ employees who self-isolate when required to.
  6. Update on the Job Retention Bonus scheme which is payable in February 2021 at £1,000 per employee previously furloughed.
  7. Reminder that the furlough scheme will be coming to an end on the 31st October 2020.
  8. Why it is important to ensure that you are planning ahead and making changes or reductions in the workforce before the end of October.

Fixed Price Advice from Real Experts

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 
 
Direct download: Episode_156_-_final.mp3
Category:general -- posted at: 11:34am EDT

This is the seventh and final episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover answers to the following questions:

  • I have heard some people say it is unfair to make redundancies when the furlough scheme is still available, is this true?
  • Can I make redundancies now or do I have to wait until the end of the furlough scheme?
  • Do I have to keep employees on furlough if there is no work for them in the future?
  • I have heard that there is a new way to work out redundancy pay is this correct?
  • How do I calculate redundancy pay for someone who is furloughed?
  • How much do I have to pay for notice?
  • Do I pay 80% or 100% for notice pay?
  • Can I claim furlough pay back from the government if it is for the notice period?
  • I have heard that you cannot claim under the furlough scheme if you are making someone redundant?
  • Can I claim the statutory redundancy payment under the furlough scheme?
  • Can I select someone for redundancy who is furloughed?
  • Can I change employee contract terms from fixed hours to zero hours to avoid redundancy?
  • I have an employee who is furloughed and cannot return to work yet because of childcare, can I make them redundant?
  • I plan to close the business altogether do I need to go through a redundancy consultation?
  • If the furlough scheme does end in October can we still furlough staff and pay less?

Action Points

  1. Ensure that you seek advice about any issues or changes, before you take action, particularly relating to furlough as it is a developing area of law.
  2. Get all of the documents you need to complete the redundancy process here: Redundancy DIY Toolkit

Helpful Links

Employment Rights Act 1996 

 Polkey Case

HR1 Form 

Guide to Redundancy


DIY Redundancy Documents

Available to purchase now, all of the letters and documents you need, including guidance, to complete a redundancy process. It is available to download directly from this website for £100 plus VAT (£120).

Within this toolkit you will find everything that you need to undertake a redundancy process including:

  • Redundancy plan – step by step guide
  • Timetable to use – collective consultation and non-collective consultation versions
  • Letter warning employees of redundancy situation
  • First letter to employee representatives re proposed redundancies
  • Letter to employees requesting volunteers for redundancy
  • Letter to employee representatives with details of collective consultation process
  • Ballot paper for election of employee representatives
  • Nomination form for employee representatives
  • Notice to employees with outcome of the elections
  • Notice to employees re Employee representative elections
  • Letter follow up on individual meeting
  • Letter offer of alternative employment
  • Letter to individual employees – provisional selection for redundancy
  • Letter to individual employees confirming dismissal for redundancy
  • Example Redundancy selection criteria

Click here to go to the DIY shop

For more information or to access specific advice please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_155_Final.mp3
Category:general -- posted at: 5:01pm EDT

The unusual situation of maternity & redundancy plus answers to some FAQ's

This is the 7th episode of a mini series focusing on redundancy advice for employers and how to ensure you get things right.

In this episode I will cover:

  • How to deal with employees on maternity leave
  • What you need to do to consult employees on maternity leave
  • What to pay employees on maternity leave
  • When you have to offer an alternative role to an employee on maternity leave as a priority
  • How to deal with notice for an employee on maternity leave
  • What to do with employees on sick leave during a redundancy consultation
  • Points to consider when consulting with a sick employee
  • How to calculate redundancy pay for an employee on sick leave
  • The relevance of the ACAS code of practice
  • The legal obligation to allow an employee to be accompanied during the redundancy process
  • What to do with those employees who volunteer for redundancy

 Action Points

Check your contracts and handbooks to see if you have any contractual obligations in terms of the redundancy process particularly for employees on maternity or sick leave, and with regards to the right to be accompanied during the redundancy process. .

Helpful Links

Online tool for working out statutory redundancy pay

Employment Rights Act 1996 

Simpson v Endsleigh Insurance Services 

Guide to Redundancy

 

Would you like advice about your situation?

Appointments are available on the telephone, via Microsoft Teams or Skype throughout the UK.

 


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_154_-_final.mp3
Category:general -- posted at: 4:05pm EDT

This is the sixth episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover:

  • The eligibility criteria for a statutory redundancy payment
  • How to calculate continuous service and when it will be extended
  • The relevant date for calculating redundancy pay
  • When an employee will not be entitled to redundancy pay
  • What happens if an employee refuses to work their notice
  • What to do if an employee commits gross misconduct after being placed on notice of redundancy
  • How to calculate redundancy pay
  • How to work out a ‘weeks pay’ for employees with irregular hours and wages
  • What will happen if a dispute arises about eligibility for redundancy pay
  • What an employee will need to do if their employer cannot afford to pay their redundancy pay
  • Points to consider if you pay enhanced redundancy pay or a discretionary payment

 Action Points

Check your contracts and handbooks to see if you have a legal obligation to pay an enhanced redundancy payment.

Helpful Links

Online tool for working out statutory redundancy pay

Employment Rights Act 1996 

Guide to Redundancy

 HR Harbour

Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

DIY Redundancy Documents

Available to purchase now, all of the letters and documents you need, including guidance, to complete a redundancy process. It is available to download directly from this website for £100 plus VAT (£120).

Within this toolkit you will find everything that you need to undertake a redundancy process including:

  • Redundancy plan – step by step guide
  • Timetable to use – collective consultation and non-collective consultation versions
  • Letter warning employees of redundancy situation
  • First letter to employee representatives re proposed redundancies
  • Letter to employees requesting volunteers for redundancy
  • Letter to employee representatives with details of collective consultation process
  • Ballot paper for election of employee representatives
  • Nomination form for employee representatives
  • Notice to employees with outcome of the elections
  • Notice to employees re Employee representative elections
  • Letter follow up on individual meeting
  • Letter offer of alternative employment
  • Letter to individual employees – provisional selection for redundancy
  • Letter to individual employees confirming dismissal for redundancy
  • Example Redundancy selection criteria

Click here to go to the DIY shop

For more information or to access specific advice please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

 

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Direct download: Episode_153_-_Final.mp3
Category:general -- posted at: 6:24am EDT

This is the fifth episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover:

  • Why you need to consider alternative vacancies within your organisation
  • The legal obligation upon you to inform ‘redundant’ employees
  • When you need to search for group company vacancies
  • What you need to do if two or more employees apply for an alternative vacancy
  • Why you must give priority to employees who are on maternity leave
  • Trial periods for alternative employment
  • When it will be reasonable or not for an employee to refuse an offer of a suitable alternative vacancy

Action Points

  1. Ensure that you have a mechanism in place for informing employees of internal vacancies within your business.
  2. Seek advice if you are unsure of the procedure.
  3. Get all of the documents you need to complete the process here: Redundancy DIY Toolkit

Helpful Links

Employment Rights Act 1996 

 Polkey Case

HR1 Form 

Guide to Redundancy


DIY Redundancy Documents

Available to purchase now, all of the letters and documents you need, including guidance, to complete a redundancy process. It is available to download directly from this website for £100 plus VAT (£120).

Within this toolkit you will find everything that you need to undertake a redundancy process including:

  • Redundancy plan – step by step guide
  • Timetable to use – collective consultation and non-collective consultation versions
  • Letter warning employees of redundancy situation
  • First letter to employee representatives re proposed redundancies
  • Letter to employees requesting volunteers for redundancy
  • Letter to employee representatives with details of collective consultation process
  • Ballot paper for election of employee representatives
  • Nomination form for employee representatives
  • Notice to employees with outcome of the elections
  • Notice to employees re Employee representative elections
  • Letter follow up on individual meeting
  • Letter offer of alternative employment
  • Letter to individual employees – provisional selection for redundancy
  • Letter to individual employees confirming dismissal for redundancy
  • Example Redundancy selection criteria

Click here to go to the DIY shop

For more information or to access specific advice please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_152_Final.mp3
Category:general -- posted at: 4:23pm EDT

This is the fourth episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover:

  • Why getting the correct Pool for redundancy is so important
  • How to ensure you select a fair Pool for redundancy
  • When you can have a Pool of one employee
  • How to devise a fair selection criteria
  • What objective criteria to use in your selection
  • Why you should stay clear of subjective criteria wherever possible
  • What you should avoid scoring employees on
  • What information to give to employees about the scoring

Action Points

  1. Ensure that you have basic recording and measuring of employee performance, attendance and other records available when selecting.
  2. Assign one or two people to manage the process of devising pools and completing selection criteria.
  3. Seek advice if you are unsure of the procedure.
  4. Get all of the documents you need to complete the process here: Redundancy DIY Toolkit

Helpful Links

Employment Rights Act 1996 

 Polkey Case

HR1 Form 

Guide to Redundancy


DIY Redundancy Documents

Available to purchase now, all of the letters and documents you need, including guidance, to complete a redundancy process. It is available to download directly from this website for £100 plus VAT (£120).

Within this toolkit you will find everything that you need to undertake a redundancy process including:

  • Redundancy plan – step by step guide
  • Timetable to use – collective consultation and non-collective consultation versions
  • Letter warning employees of redundancy situation
  • First letter to employee representatives re proposed redundancies
  • Letter to employees requesting volunteers for redundancy
  • Letter to employee representatives with details of collective consultation process
  • Ballot paper for election of employee representatives
  • Nomination form for employee representatives
  • Notice to employees with outcome of the elections
  • Notice to employees re Employee representative elections
  • Letter follow up on individual meeting
  • Letter offer of alternative employment
  • Letter to individual employees – provisional selection for redundancy
  • Letter to individual employees confirming dismissal for redundancy
  • Example Redundancy selection criteria

Click here to go to the DIY shop

For more information or to access specific advice please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_151_-_Final.mp3
Category:general -- posted at: 4:08pm EDT

In this episode of the podcast I cover the recent update to the job retention / furlough scheme following the announcement from the Chancellor on the 29th May 2020.

In this episode I will cover:

  • The key changes to the scheme which come into effect on the 1st July 2020.
  • Details about the impact on employees who are currently on ‘family leave’ plus listen through to the end for an addition I made following the exemption published on the 9th June 2020.
  • Recommended steps and planning ideas for employers.
  • Practical action points for employers.

Action Points

1. The number one thing that you need to consider is the future of your business. If you have not already done so it is crucial to think – what is my business going to look like in the next 2, 3, 4 – 6 months?

2. Do you need to start making cutbacks of staff now or planning for the near future? If so, will you need to start a collective redundancy consultation?

3. Check to see if there is flexibility in your employment contracts? Consider are your workforce flexible and willing to change?

4. Ensure that any calculations and cash projections you have made now include the requirement to pay NI and pension contributions from the 1st August 2020, and then factor in the employer contribution to wages for September and October.

5. Get your ‘house in order’ and prepare your claims and timing as soon as possible. From 1 July, claim periods will no longer be able to overlap months. There is effectively a ‘reset’ of the scheme from the 1st July 2020 as it moves into what I would call phase two of the job retention scheme.

6. You will have until 31st July 2020 to make any claims in respect of the period up to 30 June 2020 thereafter you will be unable to claim for the period of ‘phase one’ of the scheme.

7. If your future planning and re-opening plans mean that it is likely you will need to bring employees back from furlough on reduced hours to start with it is important to start a dialogue with the affected employees now. Begin to prepare them for return and explain what will be required of them, where possible try to get agreement and buy-in to your plans. See my article ‘The Reluctant Returner’ about how to handle this communication.

Resources

If you would like to bring an employee back from furlough on a part-time/reduced hours basis we have produced a template letter with agreement, for you to use and you can request a free copy by sending an email to: alison@realemploymentlawadvice.co.uk please put in the subject line ‘flexible furlough return letter’.

We also have a general return from furlough letter which includes a variety of options for you and this is also available for free by sending an email to alison@realemploymentlawadvice.co.uk please put in the subject ‘return from furlough letter’ and we will email you a copy.

From the 12th June 2020 HMRC will provide more detailed guidance for employers on how to calculate the furlough claim and how the scheme will work.

Details of the scheme which is currently available can be read here: https://www.gov.uk/guidance/check-which-employees-you-can-put-on-furlough-to-use-the-coronavirus-job-retention-scheme


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_150_final.mp3
Category:general -- posted at: 4:50pm EDT

This is the third episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover:

  • When you are required to elect employee representatives.
  • Why it may be helpful to have employee representatives even if you do not require them for legal reasons.
  • Collective consultation timing for the process of electing representatives.
  • The steps of the process that employers need to follow to fairly appoint/elect employee representatives.
  • Practical steps and ideas to use if you are going through a redundancy process.

Action Points

  1. If you are considering redundancy carefully consider if you need to elect employee representatives.
  2. Put in place a plan with timings for the process.
  3. Assign one or two people to manage the process.
  4. Seek advice if you are unsure of the procedure.
  5. Get all of the documents you need to complete the process here: Redundancy DIY Toolkit

Helpful Links

Employment Rights Act 1996 

 Polkey Case

HR1 Form 

Guide to Redundancy


DIY Redundancy Documents

Available to purchase now, all of the letters and documents you need, including guidance, to complete a redundancy process. It is available to download directly from www.adviceforemployers.co.uk for £100 plus VAT (£120).

Within this toolkit you will find everything that you need to undertake a redundancy process including:

  • Redundancy plan – step by step guide
  • Timetable to use – collective consultation and non-collective consultation versions
  • Letter warning employees of redundancy situation
  • First letter to employee representatives re proposed redundancies
  • Letter to employees requesting volunteers for redundancy
  • Letter to employee representatives with details of collective consultation process
  • Ballot paper for election of employee representatives
  • Nomination form for employee representatives
  • Notice to employees with outcome of the elections
  • Notice to employees re Employee representative elections
  • Letter follow up on individual meeting
  • Letter offer of alternative employment
  • Letter to individual employees – provisional selection for redundancy
  • Letter to individual employees confirming dismissal for redundancy
  • Example Redundancy selection criteria

Click here to go to the DIY shop

For more information or to access specific advice please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

 
Direct download: Episode_149_Final.mp3
Category:general -- posted at: 2:39pm EDT

This is the second episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover:

  • What the difference is with consultation for 20 or more employees.
  • What a minimum consultation would be.
  • How to deal with a Collective Consultation.
  • Why consultation is vital for a fair dismissal.
  • When you have to notify the Secretary of State.
  • How to consult employee representatives.
  • What the ‘Protective Award’ is.
  • Things to consider when consulting with employees during the covid-19 pandemic.
  • Why you should include extra time for the consultation process if staff are working from home or furloughed.
  • Why it is important to consider timing of the process in light of the recent extension to the furlough/job retention scheme.

Action Points

  1. If you are considering redundancy carefully calculate the number of employees likely to be redundant as a result within the next 90 days (including those who volunteer).
  2. Put in place a plan with timings for the process.
  3. Sign up for our free webinar on Wednesday 20th May 2020 at 10am – https://adviceforemployers.co.uk/events/

Helpful Links

Employment Rights Act 1996 

 Polkey Case

HR1 Form 

Guide to Redundancy


Free Redundancy Webinar: Wednesday 20th May at 10am

In this webinar Solicitors, Alison Colley and Albert Bargery will be covering the basics of the redundancy process in a simple and easy to understand way.

You will learn the steps required for a redundancy process and the preparation required if you are thinking that cut backs or reductions may be required within your business.

As businesses start to look to the next steps after lockdown it may be necessary to make reductions and it is crucial that you follow the minimum legal process.


You can sign up for tickets by clicking here:

Direct download: 148_final.mp3
Category:general -- posted at: 3:34pm EDT

This is the first episode of a mini series on redundancy in which I will focus on all aspects of redundancy and how to ensure you get things right.

In this episode I will cover:

  • What the legal definition of redundancy is
  • How to establish if it is a true redundancy dismissal
  • Some examples of when it will be a redundancy

Statutory Definition of Redundancy – Section 139 Employment Rights Act 1996 

(1)For the purposes of this Act an employee who is dismissed shall be taken to be dismissed by reason of redundancy if the dismissal is wholly or mainly attributable to—

(a)the fact that his employer has ceased or intends to cease—

(i)to carry on the business for the purposes of which the employee was employed by him, or

(ii)to carry on that business in the place where the employee was so employed, or

(b)the fact that the requirements of that business—

(i)for employees to carry out work of a particular kind, or

(ii)for employees to carry out work of a particular kind in the place where the employee was employed by the employer,

have ceased or diminished or are expected to cease or diminish.

Action Points

  1. If you are starting out with what you believe is a redundancy dismissal then ensure that you check the statutory definition before you start.
  2. Sign up for our free webinar on Wednesday 20th May 2020 at 10am – https://adviceforemployers.co.uk/events/

Helpful Links

Employment Rights Act 1996 

Safeway Stores Plc v Burrell [1997] 

EXOL Lubricants v Birch & Another [2014]

Murphy v Epsom College [1985]


Free Redundancy Webinar

In this webinar Solicitors, Alison Colley and Albert Bargery will be covering the basics of the redundancy process in a simple and easy to understand way.

You will learn the steps required for a redundancy process and the preparation required if you are thinking that cut backs or reductions may be required within your business.

As businesses start to look to the next steps after lockdown it may be necessary to make reductions and it is crucial that you follow the minimum legal process.


You can sign up for tickets by clicking here:

Direct download: 147_final.mp3
Category:general -- posted at: 12:23pm EDT

In this episode of the Podcast I interview Sarah Torres-Ferrick about strategies for managing staff during the current unusual working environment created by the coronavirus pandemic.

About Sarah

Sarah is a human resources officer and creator of the FUN Feedback Framework.

For over a decade Sarah has worked with executives at government agencies on growing and sustaining high performing workforces. Now she uses these skills to bring effective human resources solutions to small businesses. Sarah helps leaders break through the complexities of having employees, so they can advance their businesses with confidence.

Sarah conducts workshops and speaks at conferences of over 300 people.

What we cover

In this episode we cover:

  • Why change is difficult
  • The importance of your ‘trust bucket’
  • How to create and improve trust with staff
  • Why being honest and transparent with staff is important
  • Strategies for business owners to deal with the pressure of managing in difficult times
  • How to cultivate team relationships while working remotely
  • How to manage staff remotely

Useful Links

Connect with Sarah on LinkedIn

Find out more about Sarah here: https://www.hrcircleonline.com/


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.


As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


 

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

 

Direct download: Episode_146_final.mp3
Category:general -- posted at: 8:16am EDT

In this episode of the podcast I cover the recent updated guidance about the job retention / furlough scheme following the publishing of an update from HMRC late on the 9th April 2020.

Also including a summary of the scheme, the three key stages of the furlough process that employers should consider and my thoughts on annual leave and furloughing.

In this episode I will cover:

  • The updated position in respect of TUPE situations and transferring employees.
  • Reassurance that those on a work visa can be furloughed.
  • Summary of the key elements of the scheme that employers need to be aware of.
  • What the three stages of furlough are that employers need to consider.
  • The position in respect of consultation and collective consultation requirements.
  • The current position and guidance available in respect of annual leave, including taking leave, bank holidays and requiring employees to take holiday during the furlough period.
  • A reminder about considering employee relations and your future relationship with employees, and your general reputation.

Action Points

  1. Check employee contracts to see what your obligations are and what changes you can make.
  2. Draw up a list of employees or roles that may need to be furloughed.
  3. Start talking to staff about your plans and the reasons for it.
  4. Communicate with staff and ensure you put the details of the furlough scheme in writing. This must be kept for 5 years for HMRC purposes.
  5. Where possible get the employees written agreement to the change.
  6. Create a spreadsheet to record details of furloughed employees.
  7. Speak to your accountant or payroll provider about how they can assist you in reporting and/or calculations.
  8. Start preparing for the portal to be open and making your claim.
  9. Consider what steps you need to take and will take to reintegrate staff who have been furloughed.
  10. Listen to episodes 143 and 144 about the scheme.
  11. If in doubt get advice.

Resources: https://www.gov.uk/guidance/claim-for-wage-costs-through-the-coronavirus-job-retention-scheme


Support from the RELA Team

DIY Furlough Support Package available to download for £50 plus VAT includes:

  1. Letter/notice to all staff asking for volunteers and notifying staff of proposal.
  2. Example Selection criteria.
  3. Letter notifying staff that they are being furloughed.
  4. Furlough agreement.
  5. FAQ’s sheet to issue to employees.

https://adviceforemployers.co.uk/product/furlough-documents-for-employers/ 

Business Support from a Solicitor: For a fixed fee of £250 plus VAT we can provide:

  1. Review of your employment contracts to check relevant applicable clauses that may assist in your decision making.
  2. Providing advice on options available at this time in respect of staff during the current situation including:
    • Furlough
    • Reducing hours
    • Redundancy
    • Lay-off
  3. Up to 1-hour of telephone calls to discuss and answer questions.
  4. Template letter depending on your choice of action.
  5. FAQ’s document for furloughed employees.
  6. Automatic updates when available of if there are changes to the scheme.

For more information or to access these offers for employers please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_145_-_Final.mp3
Category:general -- posted at: 11:07am EDT

In this episode of the podcast I cover further detail about the job retention / furlough scheme following the publishing of guidance from HMRC late on the 26th March 2020.

In this episode I will cover:

  • The qualifying date an employee needs to have been working for you and on your payroll in order to qualify for the 80% wages grant.
  • How to calculate wages for a zero hours employee.
  • How to calculate wages for someone with irregular hours and pay.
  • Your options if you were due to take on a new starter in this time.
  • How the scheme will work in practice.
  • What information you need to have to provide to HMRC in order to claim.
  • How to implement with staff.
  • Why you have to pay staff and the recover the money rather than withholding pay until you have the money from HMRC.

Action Points

  1. Check employee contracts to see what your obligations are and what changes you can make.
  2. Draw up a list of employees or roles that may need to be furloughed.
  3. Start talking to staff about your plans and the reasons for it.
  4. Communicate with staff and ensure you put the details of the furlough scheme in writing.
  5. Where possible get the employees written agreement to the change.
  6. Create a spreadsheet to record details of furloughed employees.
  7. Speak to your accountant or payroll provider about how they can assist you in reporting and/or calculations.
  8. Listen to the first episode of the podcast – part 1 for more details about the scheme.
  9. If in doubt get advice.

Resources: https://www.gov.uk/guidance/claim-for-wage-costs-through-the-coronavirus-job-retention-scheme


Support from the RELA Team

DIY Furlough Support Package available to download for £50 plus VAT will be available shortly and will include:

  1. Letter/notice to all staff asking for volunteers and notifying staff of proposal.
  2. Example Selection criteria.
  3. Letter notifying staff that they are being furloughed.
  4. Furlough agreement.
  5. FAQ’s sheet to issue to employees.

Business Support from a Solicitor: For a fixed fee of £250 plus VAT we can provide:

  1. Review of your employment contracts to check relevant applicable clauses that may assist in your decision making.
  2. Providing advice on options available at this time in respect of staff during the current situation including:
    • Furlough
    • Reducing hours
    • Redundancy
    • Lay-off
  3. Up to 1-hour of telephone calls to discuss and answer questions.
  4. Template letter depending on your choice of action.
  5. FAQ’s document for furloughed employees.
  6. Automatic updates when available of if there are changes to the scheme.

For more information or to access these offers for employers please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


 

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_144.mp3
Category:general -- posted at: 6:23pm EDT

In this episode of the podcast I cover the key points about the job retention / furlough scheme that were known as of Thursday 26th March.

Further details have been released since this episode was recorded and will be followed with a Part 2 episode with more information.

In this episode I will cover:

  • What is furloughing and what does it mean.
  • What is the difference between lay-off and furloughing.
  • The purpose of the job retention scheme.
  • The impact of furloughing on your contractual obligations.
  • What an employee can do if you do not pay them the full 100% of salary.
  • Process for furloughing staff and what you need to do.
  • Employers obligation to pay employees and then recover the money from HMRC.
  • Why you need to consider cash flow for the next two months at least.
  • Options if you cannot make the payment of wages to staff.
  • Holiday and other contractual benefits during the furlough period.
  • That the job retention scheme applies to zero hours workers.
  • Ways to decide who is furloughed.
  • Ways in which you can incentivise employees to remain working during this time when colleagues are furloughed.

Action Points

  1. Check employee contracts to see what your obligations are and what changes you can make.
  2. Draw up a list of employees or roles that may need to be furloughed.
  3. Start talking to staff about your plans and the reasons for it.
  4. Communicate with staff and ensure you put the details of the furlough scheme in writing.
  5. Where possible get the employees written agreement to the change.
  6. Create a spreadsheet to record details of furloughed employees.
  7. Listen to the next episode of the podcast – part 2 for more details about the scheme.
  8. If in doubt get advice.

Support from the RELA Team

DIY Furlough Support Package available to download for £50 plus VAT will be available shortly and will include:

  1. Letter/notice to all staff asking for volunteers and notifying staff of proposal.
  2. Example Selection criteria.
  3. Letter notifying staff that they are being furloughed.
  4. Furlough agreement.
  5. FAQ’s sheet to issue to employees.

Business Support from a Solicitor: For a fixed fee of £250 plus VAT we can provide:

  1. Review of your employment contracts to check relevant applicable clauses that may assist in your decision making.
  2. Providing advice on options available at this time in respect of staff during the current situation including:
    • Furlough
    • Reducing hours
    • Redundancy
    • Lay-off
  3. Up to 1-hour of telephone calls to discuss and answer questions.
  4. Template letter depending on your choice of action.
  5. FAQ’s document for furloughed employees.
  6. Automatic updates when available of if there are changes to the scheme.

For more information or to access these offers for employers please contact us on 01983 897003 or by email: alison@realemploymentlawadvice.co.uk


Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


Real Employment Law Advice Logo

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_143.mp3
Category:general -- posted at: 5:14pm EDT

In this episode of the podcast I cover lay-off and short-time working as possible options for employers in uncertain times.

In this episode I will cover:

  • What is lay-off and short-time working?
  • In what circumstances can you use lay-off and/or short-time working.
  • What guarantee pay is.
  • When an employee can apply for a redundancy payment.
  • The consequences of laying someone off or putting them on short-time working if you have no contractual right to do so and no agreement in place.
  • Some options to consider.
  • Why it is important to communicate with staff.
  • Why it is important to plan ahead now.

Action Points

  1. Check your employee contracts.
  2. Note what terms employees have regarding hours, notice and pay.
  3. Consider where you can make quick cut backs if you need to.
  4. Consult with staff about possible options in the event of a downturn in work or if you need to close the workplace.
  5. Check your insurance policy.
  6. Review your business continuity plan.
  7. Understand your numbers, for example how many months can you pay the wage bill for? total operating costs? break even amount?
  8. Seek advice at the earliest opportunity, the investment in good quality advice will save you money in the long run.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


Real Employment Law Advice Logo

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_142_-_Final.mp3
Category:general -- posted at: 4:44pm EDT

In this episode of the podcast I cover up to date key information for employers to consider.

Correct as at 09/03/2020.

In this episode I will cover:

  • .What if the Employee returns from holiday in an affected area but has no symptoms or obvious exposure?
  • What if the employee has possible exposure from someone who is infected and is advised to remain at home by a medical professional or on medical advice issued?
  • Closure of the workplace or requiring staff to stay away from the office due to concerns?
  • What if an employee has the virus?
  • What if an employee wants to stay at home because they are worried or of a nervous disposition?
  • What if an employee refuses to stay at home?
  • What if the employee cannot work as their child’s school or nursery is closed?
  • Some other considerations such as insurance and alternative ways of working.

Action Points

1) Issue a notice to all staff requiring them to inform you immediately if they are at risk because of travel to a location deemed by the Home office to be a risk.

2) Issue a notice to all staff reminding them of the requirement to properly wash their hands and contain any coughs and sneezes.

3) Encourage good hygiene in the workplace and consider increasing cleaning and providing additional sanitising equipment and materials.

4) If your business is such that customers and visitors come onto your premises, display additional notices about hand washing, provide sanitiser and put up notices asking customers to inform you if they have been to one of the affected areas in recent weeks.

5) If you intend to implement a policy of minimum time between returning from holiday to returning to work, notify all staff and inform them how you plan on dealing with this time. If you are going to require them to take holiday for example for these extra days make it clear that you are doing so and refer to the relevant part of your contracts and/or procedures.

6) Review your business continuity plan.

7) Consider your ability to work from home and explore what resources are available to you to enable your business to continue to operate as smoothly as possible.

8) Assign one or two senior people in the business as responsible for monitoring the situation on the www.gov.uk website and within the business.

9) If in doubt seek advice. We are talking to businesses on a daily basis about these issues and we can share best practice, latest advice and support with you.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

Photo-by-Dimitri-Karastelev-on-Unsplash

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


Real Employment Law Advice Logo

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth

HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Direct download: Episode_141_-_Final.mp3
Category:general -- posted at: 6:24am EDT

In this episode of the podcast I respond to a listener question raised about the risks of allowing alcohol consumption during lunch breaks and whilst at work.

In this episode of the podcast I will cover: 

  • When an absolute ban on alcohol may be necessary.
  • How to set parameters around alcohol levels.
  • What to consider if you allow drinking during work time.
  • A couple of cases where alcohol in the workplace was involved, including two cases about the employer's liability for personal injury caused by intoxicated members of staff.
  • Guidance on shaping your own alcohol policy.

The Coronavirus & the workplace

In this episode I also mention briefly the coronavirus and what you need to consider if you are sending an employee home who may have been exposed or is at risk of having been exposed to the coronavirus.

Action Points:

  1. If you don't already have a policy consider putting one in place.
  2. Assess if there is high risk in your business if there is any alcohol or intoxication. How will you measure it if there is?
  3. Read my colleague Albert Bargery's article on the coronavirus advice for employers: HERE
  4. If in doubt seek advice.

Photo by Hans Vivek on Unsplash

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

Direct download: Episode_140_-_Final.mp3
Category:general -- posted at: 4:16pm EDT

In this episode of the Podcast I interview Sheryl Andrews about one of the critical skills required by great employers and managers, the ability to listen!

About Sheryl

Author, Speaker and Coach are just a few of the roles she holds. Sheryl has a vision of a world where everyone feels heard, understood and valued. It is her personal mission to change the way the world listens. Listening is one of those skills we are quick to criticise when it is not happening, but few invest in developing their listening skills.   

As; “The Listening Detective” with her famous deerstalker hat, she is well known for her fun and engaging talks sharing all aspects of listening, the good; the bad and the sad.

As the Founder of Step by Step Listening and lead coach, she creates a safe to speak environment that gives individuals and groups the opportunity to chat with the purpose of listening to their own inner wisdom.     

As an author of Manage your critic – From overwhelm to Clarity in 7 and soon to be published Do< Delegate or Ditch she openly shares her own journey and the journey of her clients to demonstrate how listening can transform your relationship and practical ways to get started.  Sheryl continues to write and collate stories to shine the light on those that listen whilst raising awareness and changing the assumption that everyone can and should be able to listen.

Useful Links

www.stepbysteplistening.com

www.manageyourcritic.com

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.

Direct download: Episode_139__interview_with_Sheryl_Andrews.mp3
Category:general -- posted at: 7:00am EDT

In this episode of the podcast I bring you an update on some of the cases that have been in the news recently.

In this episode I will cover:

  • Veganism as a philosophical belief
  • The impact of the Tribunal decision
  • Equal pay in the BBC
  • Debenhams reported settlement with a transgender job applicant

Useful Links

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


Would you like advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.


Real Employment Law Advice Logo

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh

HR Isle of Wight | HR Salisbury | HR Eastleigh

Direct download: Episode_138.mp3
Category:general -- posted at: 10:04am EDT

In this episode of the podcast I bring you a brief update on what will be coming in 2020.

In this episode I will cover:

  • Changes to Section 1 Statements for employees.
  • The requirement to provide a Section 1 Statement to Workers.
  • Changes to the reference period for calculating average pay for holiday payments.
  • New IR35 rules for medium and large businesses.
  • Parental Bereavement Leave and Pay.
  • Guidance on planning for the National Minimum Wage changes.

Action Points

  1. Review your contracts of employment to ensure they comply with the post April changes.
  2. Review your on-boarding process for new employees and workers to ensure contracts are ready to be issued from day 1.
  3. Speak to your accountant or payroll provider about changing the calculation of holiday pay for employees who have irregular pay.
  4. Check if the new IR35 rules apply to you.
  5. Review your figures and project the impact of a rise in the National Minimum Wage from 5%-10% so you can plan for the change likely to take place from April 2020.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

Photo by Jude Beck on Unsplash

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Direct download: Episode_137_Final.mp3
Category:general -- posted at: 4:30am EDT

In this episode of the podcast I bring you the normal seasonal warning that comes from employment lawyers and HR professionals, about the party season with the pitfalls and perils of office party shenanigans!

In this episode I will cover:

  • Why employers need to be concerned about what happens at work social events and parties.
  • What the risks are to your business if things go wrong.
  • Practical steps you can take to reduce the risk.
  • Why you may also have liability for 'post-party' parties or 'after parties', as illustrated by a particularly serious case in the Court of Appeal.

Action Points

  1. Issue a statement to all staff reminding them of acceptable conduct at the party (you will find an example here – feel free to copy and use this for your business/organisation).
  2. Remind staff about the usage of social media and what is and is not acceptable – remind them that not all colleagues would like their picture on social media, and that they should ensure all persons pictured consent before posting online.
  3. Designate a sober manager or senior person to attend the party.
  4. Make sure arrangements have been made for safe travel home from the venue, office or event.
  5. Deal with any incidents or complaints in a timely manner, ensuring you follow your internal procedures.
  6. Ensure that you consider anyone who does not want to join in with the party, for whatever reason. Make sure they feel included and are not isolated. Perhaps consider offering two alternative festive activities for staff.

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Direct download: Episode_136_Final.mp3
Category:general -- posted at: 5:44pm EDT

In this episode of the podcast I bring you my thoughts on the line between legitimate management of conduct and performance verses bullying. This is an issue that comes up regularly when advising both employers and employees and in my view it can be resolved with a few changes.

In this episode I will cover:

  • Why employees often claim they are being bullied when a manager addresses performance issue. 
  • How managers get it wrong. 
  • Steps employers can take to set the relationship up appropriately from the start. 
  • How to manage an employees expectations. 
  • Techniques managers can use to manage issues effectively. 

Action Points

  1. Consider preparing a message for all new starters about how you will address any issues if they arise.
  2. Give all employees a job description and targets or set of expected behaviours. 
  3. Train your managers to manage people. 
  4. Lead by example - good practice should start at the top. 
  5. Seek advice if you are unsure.

 

Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Photo by Frank Busch on Unsplash

Direct download: Episode_135_Final.mp3
Category:general -- posted at: 6:00am EDT

In this episode of the podcast I bring you the Judgement from a European Case which provides an interesting look at what happens if someone makes comments outside of the context of recruitment and employment but which are negative to the LGBTI community and in turn would put off applicants in the future.

In this episode I will cover:

  • A background to the law.
  • The facts of the case.
  • Why business owners and HR professionals need to be cautious of comments they make about those with 'Protected Characteristics'.
  • Why the Court of Justice of the European Union took the decision they did in this case.

Action Points

  1. Ensure any spokespersons or senior people in your business have training on the equality act and discrimination principles.
  2. Ensure that all staff understand the impact of making public statements in any form, radio, TV, social media etc which are discriminatory.
  3. Create a culture which is fair and reasonable and within which equality is promoted.
  4. Have a written policy in place setting out your approach to equality.
  5. Seek advice if you are unsure.

Resources

NH v Associazione Avvocatura per i diritti LGBTI 

The Equality Act 2010

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Direct download: Episode_134_-_Final.mp3
Category:general -- posted at: 6:00am EDT

Top Tips on being a GREAT Employer direct from businesses on the Isle of Wight

In this short bonus episode of the podcast I bring you a recording made at the IOW Chamber Breakfast meeting at the Garlic Farm in October 2019.

I asked several attendees from businesses on the Isle of Wight to give me their Top Tips on how to be a great employer. 

In the episode you will hear from: 

Zoe Findon - Purple Patch PMO

Fiona Jeffery - Brightbulb Design

Cindy Newnham - Lifeline Fire and Security 

Sandra Knowles - Hillbans Pest Control

Emma Wilson - WRS Systems 

Andrew Nordbruch - Wight Computers 

Tracey Hill - Osel Enterprises 

Jeri Williams - Smooth Accounting

Alistair Dickinson - MyCRM & Mapsimise 

Simon Poole - Wightfibre

Kathy Lockwood - Real Employment Law Advice 

Albert Bargery - Real Employment Law Advice 

 

What is your favourite tip from those given on the episode?

Do you have any tips you would add?

 

Direct download: chamber_breakfast_-_133_Final.mp3
Category:general -- posted at: 3:13pm EDT

In this episode of the podcast I bring you a brief overview of the basics of discrimination. This episode is ideal if you are new to HR, management or you just want a refresher of what discrimination is.

In this episode I will cover:

  • A background to the law.
  • What you need to know as an employer or HR professional. 
  • What protected characteristics are.
  • The different types of discrimination.
  • Discrimination claims which are unique to disability. 
  • The key steps an employer needs to take.

Action Points

  1. Where possible provide some training to all staff on the principles of equality.
  2. At the very least ensure managers are aware of the key principles and elements of the Equality Act and discrimination.
  3. Create a culture which is fair and reasonable and within which equality is promoted. 
  4. Have a written policy in place setting out your approach to equality. 
  5. Seek advice if you are unsure.

Resources

The Equality Act 2010

 

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

 

Direct download: Episode_132_-_Final.mp3
Category:general -- posted at: 4:03pm EDT

In this episode of the podcast I cover a recent case decided by the Norwich Employment Tribunal as to whether a vegetarian employee could claim protection from discrimination on the grounds of vegetarianism.

In this episode I will cover:

  • A background to the law. 
  • How the employment tribunal determine a 'philosophical belief'.
  • Why it is a 'hot topic' currently. 
  • How it is related to a similar case about veganism. 
  • What you should take from this case as an employer.

Action Points

  1. Create a working environment where differences and beliefs are celebrated and accepted.
  2. Behave fairly and reasonably to all employees regardless of your views on their beliefs. 
  3. Have your rules and codes of conduct and behaviour set out in writing and communicated to all employees. 
  4. Seek advice if you are unsure.

Resources

Conisbee v Crossley Farms Limited & Others - Employment Tribunal 

Article on Philosophical Beliefs and the Vegan Case

 

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

 

Photo by Simon Matzinger on Unsplash

Direct download: Episode_131_-_Final.mp3
Category:general -- posted at: 3:57pm EDT

In this bonus episode of the podcast I bring you the audio from a recent interview on the YouTube channel for a business based locally to me on the Isle of Wight.

I was very pleased to have been invited onto the Business & Technology Show from MyCRM and I hope you find it interesting!

You can learn a bit more about me and why I started the business, including why my favourite film is Back To The Future.

Direct download: Interview_Final_-_25_09_19.mp3
Category:general -- posted at: 6:16am EDT

In this episode of the podcast I interview Dr Julia Shaw about Spot, which she has co-founded to help employers and employees with harassment and discrimination recording and reporting.

About Dr Julia Shaw

In 2017 Dr Julia Shaw co-founded the memory science and artificial intelligence start-up Spot.

Spot helps employees report workplace harassment and discrimination, and empowers organisations to build a more inclusive and respectful work environment.

Dr Shaw is also a psychological scientist at UCL, and is best known for her research in the areas of memory and criminal psychology.

Dr Shaw also consults as an expert on legal cases, particularly cases involving historic allegations.

Spot

Useful Links

https://www.drjuliashaw.com/

https://en.wikipedia.org/wiki/Julia_Shaw_(psychologist)

Julia's TedX Talk

https://talktospot.com/

Direct download: Interview_Julia_Shaw_Final.mp3
Category:general -- posted at: 7:10am EDT

In this episode of the podcast I cover the basics which employers need to consider with regards to Subject Access Requests when received from employees. 

In this episode I will cover:

  • A background to the law. 
  • What you need to consider at the outset. 
  • The time limit for responding. 
  • The type of data you have to search for. 
  • What you have to provide to the employee. 
  • Exemptions when you do not have to disclose the data. 

Action Points

  1. Have a person or persons within your organisation who are responsible for data and compliance with subject access requests. 
  2. Create a checklist or utilise the resources from the ico to create a workflow to follow if someone makes a request. 
  3. Seek advice before rejecting a request or requiring a fee to be paid. 

Resources

https://ico.org.uk/

Right of Access for Employees

GDPR Overview for Employers

GDPR Privacy Policy

GDPR: Action List for Employers – episode 90

 

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

 

Direct download: Episode_129_final.mp3
Category:general -- posted at: 4:32pm EDT

In this episode of the podcast I discuss the importance of managing difficult or contentious conversations successfully.

In this episode I will cover:

  • What difficult conversations are.
  • Why we avoid having them.
  • The dangers of avoiding these conversations.
  • My top tips on how to carry out these conversations successfully. 

Action Points

  1. It should not be a surprise - Ensure that you are holding regular conversations about the required standards and performance.
  2. Conquer your fears - The conversation in your mind is always worse than that of reality.
  3. Change your mindset - A difficult conversation tends to go best when you think about it as just a normal conversation.
  4. Be prepared - You need to ensure that the evidence backs up what you are trying to achieve.
  5. Be positive - Spin your questions with a positive approach to open the lines of communication and have a positive dialogue.
  6. Handle reactions with care - Acknowledge emotions and respond with kindness and empathy.
  7. Cut out all distractions - Give your whole, undivided attention to the conversation.
  8. Be consistent - Hold all your employees accountable to the same performance expectations.
  9. Keep it confidential - Builds trust and confidence.
  10. Summarise your understanding and agree a way forward - Encourage your employee to come up with the solution.

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Photo by Etienne Boulanger on Unsplash

 
Direct download: Episode_128_final.mp3
Category:general -- posted at: 5:30am EDT

In this episode of the podcast I interview Kate Cook, a corporate nutrition coach and we discuss how nutrition and well-being are important in the workplace and for employee happiness and business success.

About Kate Cook

The Business of Wellness – inspiring healthier lifestyles for better business.

Kate Cook gives talks and workshops to business clients empowering their staff to adopt healthier lifestyles. Fresh, creative and practical information is delivered in an interactive style that encourages involvement and engagement.

Kate is passionate about making nutritional change easy and effective. She is a highly experienced international speaker and her successful practice methods have secured extensive TV appearances, publishing deals, magazine features and commissions as an international keynote.

As founder and director of the Harley Street clinic The Nutrition Coach, Kate has personally worked with more than 7,500 patients face to face and written 7 books including: ‘Get Healthy for Good’ (Whole Health), ‘Drop a Dress Size’, ‘Shape Up Your Life’ and most recently ‘Positive Nutrition – Strategic Eating to Upgrade Your Health and Energy’. TV appearances include UKTV’s ‘The Truth About Beauty’. Kate has also delivered a TedX Fidelity International talk on ‘Dishing The Dirt’.

Clients
Over her 20 year career, Kate has delivered nearly 800 sessions to many top level corporate companies some of whom are listed below:

Accenture, Bank of England, Bank of New York Mellon, Christie’s Fine Art Auctioneers, Coutts (Zurich), Discovery Channel Europe, EDF Energy, Gardiner and Theobold, Jack Wills, Jones Lang LaSalle, JP Morgan, Land Securities, Landor, London Underground Ltd., Network Rail, Ogilvy & Mather, Origins, Overbury, Oxford University Press, Pret A Manger, Skanska, Time Warner, The White Company.

Competition

Kate has very kindly offered a copy of her latest book ‘Positive Nutrition – Strategic Eating to Upgrade Your Health and Energy’ to one lucky listener.

All you need to do is leave a comment in the show notes which can be found at www.adviceforemployers.co.uk/podcast/127 between Thursday 25th July 2019 - Thursday 8th August 2019. The winner will be picked at random on Friday 9th August 2019. 

Useful Links

www.thecorporatenutritioncoach.co.uk

www.katecook.biz

 

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006


 

Direct download: Episode_127_interview_-_final.mp3
Category:general -- posted at: 5:16pm EDT