The Employment Law & HR Podcast

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