The Employment Law & HR Podcast

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