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.

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

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.

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.

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

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

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.

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:

• The key points that an Employment Tribunal will look at to establish if a capability dismissal is fair.
• The steps that you need to ensure you follow if you are going to dismiss an employee for performance reasons.
• Cook v Department for Education – London Central Employment Tribunal – November 2016.
• Hoggins V Recruitment Solutions (Services) Limited – Reading Employment Tribunal – August 2017
• Adomako-Mensah v HMRC – London Central Employment Tribunal – August 2019
• Crotty v SMRS Limited – Manchester Employment Tribunal – January 2020
• James v Waltham Holy Cross UDC [1973] ICR.
• Alidair v Taylor [1978] ICR 445.
• Why it can be costly to get the process wrong.

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.

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.

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.

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.

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

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.

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.

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.

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

• https://www.heartfultherapy.co.uk/therapy/
• https://safelives.org.uk
• https://www.respect.uk.net
• https://www.nationaldahelpline.org.uk
• 24h National Domestic Abuse Helpline 0808 2000 247
• Rape Crisis National Helpline – Sexual Violence 08088 029 999
• Karma Nirvana – Helpline for ‘Honour’-based abuse and Forced Marriage 0800 5999 247 https://karmanirvana.org.uk
• The National Lesbian, Gay, Bi-sexual and Transgender + Domestic Abuse Helpline 0800 999 5428 help@galop.org.uk
• Male Survivors Men’s Advice Line 0808 801 0327 info@mensadviceline.org.uk

Scotland

• https://abusedmeninscotland.org
• 24h Domestic Abuse and Forced Marriage Helpline 0800 027 1234
• You can call the Helpline using a text relay service helpline@sdafmh.org.uk
• Rape Crisis Scotland Helpline 08088 01 03 02
• Text: 077537 410 027 support@rapecrisisscotland.org.uk

Hampshire & IOW

• https://www.hants.gov.uk/en/socialcareandhealth/domesticabuse
• https://www.iow.gov.uk/council/OtherServices/Domestic-Abuse/Domestic-Abuse-Awareness

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

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.

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