An update on the Law and best practice for managing and recruiting staff and for dealing with any issues that may arise. An easy to listen to legal and practical update.
Alison Colley, Solicitor from Real Employment Law Advice
In this episode 248 of the podcast I bring you a reminder and refresher about the way in which you calculate holiday entitlement and pay. We cover the key points employers, employees and HR professionals need to know, including: Why it is important to calculate leave entitlement and pay separately. How to calculate annual leave entitlement for a regular employee with guaranteed or set hours. How to calculate annual leave entitlement for an irregular hours, zero hour or part year worker. What you need to consider when calculating holiday pay for all employees. When you can pay the standard or basic pay for holiday. When you need to calculate the average pay over the last 52 weeks and pay this for holiday. What rolled up holiday pay is and when you can pay it. Why you will need to rectify any issues with your calculation of holiday pay now. What changes are set out in the Employment Rights Bill 2025 in regard to holiday record keeping. Whether you are an employer, HR advisor, or employee looking to understand your rights, this episode offers clear, up-to-date guidance on annual leave and holiday pay. Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help. Other resources on holiday Holiday Pay: What is Rolled Up Holiday Pay? Holiday pay and holiday entitlement changes 2024 Resources about Worker status When is a ‘Worker' a ‘Worker' for the purposes of employment law? Worker Status & the ‘Gig' Economy: Addison Lee Drivers Uber Drivers Have Workers Rights: Episode 66 Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 247 of the podcast I explore the new law concerning neonatal care leave and pay – a new statutory right designed to support parents whose babies require neonatal care after birth. We cover the key points employers, employees and HR professionals need to know, including: What neonatal care leave is and who will be eligible How the statutory leave and pay will work in practice The qualifying conditions for employees The likely impact on employers and pay requirements Practical steps to prepare for the new legislation Whether you're an employer, HR advisor, or employee looking to understand your rights, this episode offers clear, up-to-date guidance on this important new family-friendly policy. Don't forget to subscribe to the podcast to stay informed on the latest in UK employment law. If you have questions or need tailored advice, feel free to get in touch – we are here to help. Neonatal Care Leave & Pay Policy We have a template policy, with guidance notes, available to download now on our website for £18. You can purchase now here: Neonatal Care Leave and Pay Policy Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £234 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
In this episode 246 of the podcast I bring you the final episode in this mini series all about TUPE, and today we cover the frequently asked questions (FAQ's) about all things TUPE. This is episode 5 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover the following questions Can you change employee terms so that they are the same as your existing employees? When can you make changes to employee contracts? Can you make changes to terms if a couple of years have passed? What happens to employee holiday entitlement when they transfer? What if the client decides they no longer want the service we provide and do not appoint a new provider or bring the work in-house? What if TUPE does not apply to a particular employee but the transferor and transferee agree for them to transfer? Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Episode 3 – Automatic Unfair Dismissal Episode 4 – The legal duty to inform and consult Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
The Employers obligation to provide information to employees In this episode 245 of the podcast I bring you the details of the obligations for transferee employers to provide information to the transferor about employees, and the obligations to inform employees and in certain circumstances to consult with employees before they transfer. This is episode 4 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The requirement to provide employee liability information for the incoming employer. When you may have to provide employee information under the terms of your contract with a customer. Who employers need to inform about a transfer. When employers need to elect employee representatives. When an employer can inform employees directly. When the obligation to consult with employees arises. Practical steps to plan ahead and ensure compliance with legal obligations. Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Episode 3 – Automatic Unfair Dismissal Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £225 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 244 of the podcast I bring you the details of the enhanced protection from dismissal that applies to certain employees under TUPE when there is a transfer of their employment. This is episode 3 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The additional protection from unfair dismissal as a result of a transfer. When the automatic unfair dismissal right applies. The required length of service to bring a claim for automatic unfair TUPE dismissal. The defence to a claim for automatic unfair dismissal under TUPE. What economic, technical and organisational reasons have been successful defences. When a dismissal is not linked to the TUPE transfer. Episode 1 – Introduction to TUPE Episode 2 – Employee Rights Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 243 of the podcast I bring you a run down of the key employee rights under TUPE when there is a transfer of their employment. This is episode 2 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: The automatic transfer of employment principle. How to determine which employees fall into the organised grouping that transfer. Employee right to object to the transfer. What happens when an employee objects to the transfer. What happens to employee continuous service on transfer. How to deal with employee terms and conditions on transfer. When a change to terms is void. The exceptions to making changes to employee terms after a transfer. Episode 1 – Introduction to TUPE Sexual Harassment Training Learn how to create a safe & respectful workplace by attending our online Sexual Harassment Prevention Training for Managers. Online training – 26th March 2025 from 9:30-11am Book now here: https://www.eventbrite.co.uk/e/sexual-harassment-prevention-training-for-managers-tickets-1204886119819?aff=oddtdtcreator 90 minute training session for Managers £75 plus VAT. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 242 of the podcast I bring you an introduction to the law on the transfer of undertakings (protection of employment) regulations, also known as TUPE. This is episode 1 of a mini series covering the key details you need to know about TUPE. In this episode of the podcast we cover: What TUPE is. The background to the legislation. The purpose and effect of TUPE regulations. When TUPE will apply. What a Business Transfer is and how to identify if TUPE applies. What a Service Provision change is and how to identify when TUPE will apply to a Service Provision Change. Sexual Harassment Training Learn how to create a safe & respectful workplace by attending our online Sexual Harassment Prevention Training for Managers. Online training – 26th March 2025 from 9:30-11am Book now here: https://lnkd.in/e7ME3EKZ 90 minute training session for Managers £75 plus VAT. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
Dealing with toxic or negative employees can be time consuming and tricky. In this episode 241 of the podcast I discuss what it is like to have toxic or negative employees on your team. Those employees who bring everyone down, and in some cases relish making life difficult for their manager, supervisor or employer, are very tricky to deal with and require really strong management and proactive management even when it is difficult. In this episode of the podcast we cover: How to identify those toxic employees. What you do with employees who are constantly negative. The impact these toxic employees can have on the rest of the team. How toxic employees can, in extreme cases, make employers afraid to attend at their own business! The steps you can take to address the issue of a toxic or negative employee. Why you need to address negative or disruptive behaviours early on. Why approaching difficult conversations with kind candour will help you overcome your fear. Example cases where employees have been dismissed due to their negative or disruptive behaviours. Cases covered in this weeks' podcast Dangerfield v Red Bull Technology Limited O'Hare v Q D Services Ltd Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 240 of the podcast I bring you a rundown of when you may be able to recover your costs if you are successful in making a claim or defending a claim in the Employment Tribunal. In this episode of the podcast we cover: What you need to know to avoid having a costs order made against you. When you may be at risk of having to pay the other party's costs. When a costs award may be made What the Employment Tribunal will consider when they are deciding whether to make a costs award. If costs can be awarded against someone who does not have a legal representative. If costs will be awarded against you if you do not have the money to pay. What vexatious, abusive or disruptive conduct is. Why unreasonable conduct in the bringing or defending a claim can lead to you having to pay costs. What the Employment Tribunal will consider when determining if a case has no reasonable prospects of success. The type of costs order that can be made. The amount of costs that you can recover. Cases covered in this weeks' podcast Hargreaves v Evolve Housing and Support (2024) Clements v Secretary of State for Justice (2021) Legge v Environment Agency [2024] 3 WLUK 616 Vaughan v London Borough of Lewisham and others UKEAT/0533/12 Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 239 of the podcast I bring you a reminder of the without prejudice rules and section 111A protected discussions and the importance of following a process when you are making an offer to an employee. Equally if you are an employee engaged in discussions why your behaviour can also come under scrutiny. The case we are covering is Gallagher v McKinnon's Auto and Tyres. In this episode of the podcast we cover: What the common law ‘without prejudice' rules are and when they apply. What improper behaviour is in the context of without prejudice discussions. What the Section 111A Employment Rights Act 1996 is and when it applies. Why employers should follow the ACAS code of practice on settlement discussions. My tips for dealing with settlement discussions in a way that avoids any improper behaviour. The facts the case Gallagher v McKinnon's Auto and Tyres and the decision of the Employment Appeal Tribunal. Previous Podcasts to Note Settlement Discussions & Settlement Agreements Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 238 of the podcast I bring you a rundown of the key employment law changes from 2024 as well as a look ahead to what is to come in 2025. It is important that all employers are aware of the changes and take steps to ensure compliance now. In this episode of the podcast we cover: Holiday entitlement calculations for irregular hours, zero hours and part-year workers. Holiday pay changes. Expansion of flexible working rights. Introduction of carer's leave. Paternity leave changes. Changes to redundancy protection for pregnant employees and those taking family leave. Sexual harassment prevention duty. Gratuity (Tips) law changes. The Employment Rights Bill. New Employment Tribunal rules and procedures. Removal of employers ability to respond to an Employment claim by email. Neo-natal care leave. Gender identity and gender critical belief cases. Previous Podcasts to Note Holiday Pay changes – Holiday Entitlement & Pay Sexual Harassment Prevention – New Sexual Harassment Laws in 2024 & New Sexual Harassment Law: Important change for all employers Employment Rights Bill – Employment Rights Bill 2024: Key information Redundancy Protection case – Redundancy Protection on Maternity Leave Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 237 of the podcast I bring you an interview with Steve Phillip founder of The Jordan Legacy an organisation founded following his life-changing experience after the death of his son Jordan. In this episode of the podcast we cover: What employers need to be aware of with regards to suicide. Tips on how to manage conversations about suicide. Why every employer has a role to play in preventing suicide. Resources that all employers can access. Managing employee wellbeing and mental health generally. Resources Zero Suicide Alliance 20-minute free video training resource: https://www.zerosuicidealliance.com/training The Hub of Hope – postcode search for local help and support: https://hubofhope.co.uk/ The Jordan Legacy website: https://thejordanlegacy.com/ The Jordan Legacy Help & Resources website page: https://thejordanlegacy.com/help-resources/ Steve Phillip Steve Phillip was a successful leadership & sales coach and corporate speaker, heading towards semi-retirement, when, in December 2019, he received a call that would change his life forever; his 34 year old son, Jordan, had taken his own life. Within 12 months of this life-changing experience, Steve established The Jordan Legacy CIC to provide hope to people who are feeling suicidal, by engaging all those who share his ambition prevent all preventable suicides'. With a following of more than 60,000 people on LinkedIn, Steve delivers impactful and inspiring talks and interviews, using his own lived experience and insight to help others spot the signs that someone might be struggling with their mental health and how to provide support to those who are feeling suicidal. Steve delivers talks and interviews on the topic of suicide awareness and prevention to corporate organisations, charities, education centres, the Police, the Military and other organisations and community groups throughout the UK and overseas, including policy makers in various UK Government departments.
In this episode 236 of the podcast I bring you my tips and ideas on how to have effective one to one and supervision meetings with staff. One of the things that many managers struggle with when managing people is maintaining regular meaningful communications with staff. In this episode of the podcast I cover: What is a one to one and supervision meeting. What is the difference between a one to one and a supervision meeting. Why it is important to incorporate in your management of staff. Why it does not have to be a complicated process. Why it is effective in improving performance. The steps needed to hold effective one to one and supervision meetings. What to include in your conversation. Why follow up is critical to success How it will save you time in the long run. When preparing for one to one's or supervision meetings I strongly recommend you read the work by Gary Vaynerchuck on Kind Candour. You can read a blog post on it here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/ Alternatively his book, Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success is even better as a resource for managers. You can purchase the book via Amazon HERE * *please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon. Sexual Harassment Training Requirements: Prevention Obligation DIY Training for Employees – £18 per person (inclusive of VAT) We have created a training programme for all employees so that they understand what Sexual Harassment is, how to report and what they should be doing to help prevent sexual harassment. The training can be completed as required and will take approximately 75 minutes to complete. For more information or to access the course please go to: We are also offering a discount for bulk orders to please contact me by mail alison@realemploymentlawadvice.co.uk for more information. Certificates will be provided for all attendees as proof of training. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw 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 235 of the podcast I bring you all the detail about a recent case decided by the Employment Appeal Tribunal, Hunter V Carnival plc in which the Appeal Tribunal considered the protection provided by regulation 10 of the Maternity and Parental Leave Regulations 1999. In this episode we cover: The protection provided to women on maternity leave by regulation 10 of the Maternity and Parental Leave Regulations 1999. The analysis of a suitable alternative vacancy in the context of maternity leave protection when a redundancy situation arises. What employers have to consider if they are making redundancies when an employee is on maternity leave or another period of family leave. What the difference is between reducing numbers of staff in a role and creating new reduced number roles. You can read the full judgment here: Hunter v Carnival plc Sexual Harassment Training Requirements: Prevention Obligation Webinar Training for Managers 20th November at 10am 90-minute training webinar to ensure they understand what sexual harassment is, how to prevent sexual harassment and reporting and investigation obligations and processes. Each webinar is 90 Minutes, and the cost is £81.96 per person. To book please head to Eventbrite here: https://www.eventbrite.co.uk/e/sexual-harassment-prevention-training-for-managers-tickets-1059654728819?aff=oddtdtcreator Marie Fall, Chief People and Culture Officer from Axel Arigato had this to say about the training provided: “We recently participated in a workshop led by Alison Colley on sexual harassment prevention, and it exceeded our expectations in every way. Alison brought an engaging and structured approach, delivering critical insights with clarity and depth. The session was interactive, making the complex topic accessible and relatable for all our leaders. The feedback from participants was overwhelmingly positive, highlighting both the quality of the content and Alison's expert facilitation. We left feeling equipped and motivated to foster a safe, respectful workplace culture. Thank you, Alison, for an impactful session!” DIY Training for Employees – £18 per person (inclusive of VAT) We have also created a training programme for all employees so that they understand what Sexual Harassment is, how to report and what they should be doing to help prevent sexual harassment. The training can be completed as required and will take approximately 75 minutes to complete. For more information or to access the course please go to: We are also offering a discount for bulk orders to please contact me by mail alison@realemploymentlawadvice.co.uk for more information. Certificates will be provided for all attendees as proof of training. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
On the 10th October 2024 the biggest reform of employment law for many years was published in the form of the Employment Rights Bill. In this episode 234 of the podcast I bring you all the detail about the changes to employment law. In this episode we cover: Sexual Harassment ‘all' steps prevention Employees who make a sexual harassment disclosure will become a ‘protected disclosure' for whistleblowing protection Employers will be liable to third party harassment Removal of the unfair dismissal qualifying period Introduction of a statutory probation period Regulation on zero and low hours contracts Additional rights for those on zero hours or low hour contracts Additional pregnancy protection from dismissal Additional protection for those who take family leave End to employers ability to dismiss employees who refuse a change to their contract terms Additional requirements for employers to justify the decision to refuse a request for flexible working Removal of the waiting period for statutory sick pay so it will be available from day 1 of employment Bereavement leave available for all Paternity and parental leave will be available from day one of employment Change to how you calculate the numbers for collective redundancy Creation of a fair work agency Trade Union reform including requirement for employers to set out in a written statement that the worker has the right to join a trade union You can read the full bill here: https://bills.parliament.uk/bills/3737 Sexual Harassment prevention paperwork For £100 plus VAT you can now download the following documents to get you started with your obligation to prevent sexual harassment: Sexual harassment risk assessment – organisation wide Sexual Harassment Policy Template & Guidance Note Sexual Harassment Investigation flow chart Notice to issue to all staff Training record Timetable for annual review Investigation guidance for managers You can download now here: Sexual Harassment Prevention Documents for Employers Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw Photo by Deniz Fuchidzhiev on Unsplash
From the 26th October 2024 a new proactive duty to prevent sexual harassment comes into force and will apply to all employers regardless of size. In this episode 233 of the podcast I bring you all the detail about the change in the law as well as my advice and recommendations on what employers should be doing to ensure compliance. In this episode we cover: What the new legal obligation means. The consequences of not complying with the new obligation. The steps that employers should take to ensure minimum compliance. Why an annual review is needed. Why training for managers and all staff is important. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
We are often called upon by both employers and employees to advise in situations where a departing employee has taken documents or confidential information belonging to their employer. Sometimes this is completely innocent and there is no intention on the part of the employee to exploit the information, and in others it is taken with the intent to use in their new employment, either way this can be very worrying for employers. In this episode 232 of the podcast I bring you a run down of the key things employers can do if they find themselves in a situation where confidential information has been taken and how to safeguard and prevent the loss in the first place. In this episode we cover: The reasons why departing employees may take confidential information or documents, The immediate steps employers should take when they find out that an employee has taken confidential information. The legal options available including obtaining an injunction and/or damages. The potential criminal consequences of taking confidential information or documents. Steps that employers can take during an employee's employment to safeguard data. The importance of a robust confidentiality clause in employment contracts. When a non-disclosure agreement may be required. Why you should consider post-termination restrictions in your employee contracts. The points to note to ensure post-termination restrictions are enforceable. Why having robust IT processes and regular audits is important. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
In this episode 231 of the podcast I bring you an interview with Alice Derbyshire who is a specialist coach and speaker and who works with parents and employers on making the transition back to work as easy as possible. In this episode of the podcast we cover: What the key issues are for HR and managers to consider. Tips on how to reintegrate new parents back to the workplace. Why communication is key to a successful return to work. Why both employee and employer have a role to play in making it a success. The importance of one to one and or performance reviews before someone leaves for maternity leave. Why you need to have a plan in place for breastfeeding employees. Health and safety reviews for pregnant employees and new mums. The importance of putting in place touch points during parental leave. Alice has also produced a document for you ‘Return to work from Parental Leave – 3 Easy Steps to Success' which you can download for free here: HERE Alice Derbyshire I want my kids to go to work and see a balance of men and women at every level of the organisation. To see role models that look and feel like them; to know that it's possible to succeed regardless of their gender. I work with businesses who care about this too; supporting you to get structural balance from the bottom to the top. Leadership Coaching | Leadership Development | Parental Transitions | Workshops | Consultancy What clients say: “Alice is one of those rare individuals who understands the world we work in and how to impact business quickly. I couldn't recommend her highly enough if you need an exceptional person to help your business grow through the people that you employ.” – Managing Director “You are perceptive, kind, and challenging in the most supportive way. How wonderful it is to see small tweaks have such a positive transformation on my leadership impact. I've learnt so much in a short time.” – Senior Global Marketing Director You can contact Alice: By phone: +44(0)7789 555626 Book time with Alice on Calendly Find out more – www.alicedarbyshire.com See Alice's experience on LinkedIn Follow her musings on Instagram Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
We are often called upon by employers and managers to advise on situations where issues with performance arise with employees, and the manager/employer has reached the end of their patience with the individual. We are also regularly asked by employers about how to manage employees who do not do what is required or are not up to standards. Whilst we can advise and resolve issues using a formal performance management process it is much better to head off the issues at an early stage and avoid the formal process altogether. In this episode 230 of the podcast I bring you a run down of the key things you can do to set your employees up for success. In this episode of the podcast we cover: Assessing and checking if you and your team understand their role and contribution to the business How to start in setting out goals and targets for each employee Why it is important to have the goals and targets and aims in place How it will help you in the long run How to proactively manage your team Why it is important to proactively manage your team What typically happens when the foundation work has not been done Why it inevitably leads to a dispute if the foundation is not in place and proactively managed The action points that you can take now to set up for success and prevent problems from arising Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw Photo by Carlos Muza on Unsplash
In recent weeks we have been advising several directors (who also happen to be shareholders) of companies where there has been some sort of fall out with fellow directors (and shareholders) leading to that person being dismissed from their role as director and in turn their employment. In this episode 229 of the podcast I bring you a run down of the employment rights that apply to directors who are employees of the business. I also cover my tips on avoiding disputes and how to resolve them quickly in the event of a dispute arising. In this episode of the podcast we cover: When a director is also an employee. The rights of directors who are also employees. Why you need to have an employment contract and clear terms in place at the outset. The importance of company documentation. Why you need to have targets and goals for directors that are measurable. Why you should caution against dismissing a director from their employment merely because they are no longer able to be a director. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
Episode 6: Listener questions answered about disciplinary issues & unfair dismissal In this weeks' episode of the podcast I will answer some of the most frequently asked questions from Employers about how to deal with disciplinary issues and how to avoid a claim for unfair dismissal. This is the final of 6 episodes that focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. In this episode 228 I will cover: What to do if an employee fails to attend a disciplinary hearing What to do if an employee is signed off sick during the disciplinary process My suggestion on how you should handle matters if an employee asks to be accompanied at the hearing by someone other than a trade union rep or work colleague How to handle things if you have a small business and you are the only person able to deal with the investigation process and disciplinary hearing How you should deal with the expiry of a Fixed-Term Contract What procedures apply to the expiry of a Fixed-Term Contract Action Points If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses. Helpful Links Employment Rights Act 1996 ACAS Code of Practice Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. The types of training we can deliver for you are: An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1's Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managers Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this weeks' episode of the podcast I will tell you what the compensation could be for an employee who is successful in a claim for unfair dismissal and the other lesser used remedies. This is the fifth of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. In this episode 227 I will cover: What the remedies are for unfair dismissal. What the difference is between an order for reinstatement and an order for re-engagement. How compensation for unfair dismissal is calculated. What the ‘Basic Award's is. What the ‘Compensatory Award' includes. What the Statutory Cap means. How causation effects compensation for unfair dismissal. What a Polkey deduction is. How the employees contributory fault can reduce compensation. What will happen if an employee has been claiming state benefits. Why an employee must try to mitigate their loss. Why employers should consider all of these issues in their defence and in producing evidence. Action Points If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses. Helpful Links Employment Rights Act 1996 ACAS Code of Practice Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. The types of training we can deliver for you are: An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1's Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managers Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this weeks' episode of the podcast I bring you a run down of the requirements of the ACAS code of practice. This is the fourth of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. In this episode 226 I will cover: What the purpose of the ACAS Code of Practice is The background to the Code of Practice What the essential elements of the Code of Practice are When the ACAS Code is applicable What the consequences are of failing to follow the Code Why you should have it in mind when dealing with conduct, performance and some other substantial reasons What you need to do to fairly investigate alleged conduct What you need to consider before dismissing an employee Action Points Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode and downloads an up to date copy of the ACAS code of practice. Check your contracts and procedures to ensure that your disciplinary procedure is not contractual. Helpful Links Employment Rights Act 1996 ACAS Code of Practice Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. The types of training we can deliver for you are: An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1's Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managers Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this weeks' episode of the podcast I bring you information and analysis of the second test for a fair dismissal, the reasonableness test. This is the third of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. In this episode 225 I will cover: What the test for reasonableness is in accordance with the Employment Rights Act 1996 The two elements of a reasonable dismissal, Procedure and Substantive Fairness What the fundamentals are for a reasonable dismissal decision The different reasonableness and procedural requirements for each of the potentially fair reasons What the range of reasonable responses test is What you need to do to fairly investigate a conduct allegation What you can do if you have more than one ‘suspect' in an allegation of misconduct How to deal with performance issues in order to fairly dismiss an employee for poor performance What you need to consider before dismissing an employee Action Points Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode. Helpful Links Employment Rights Act 1996 BHS v Burchell Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. The types of training we can deliver for you are: An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1's Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managers Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this weeks' episode of the podcast I bring you the five potentially fair reasons for dismissing an employee. This is the second of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. In this episode 224 I will cover: What the five potentially fair reasons are An example of each of the reasons How they are applied Why the facts of each are important Why swearing at work can be grounds for a fair dismissal Who has the burden of proving the reason for the dismissal Why the burden shifts in a claim for Automatic Unfair Dismissal What you need to consider before dismissing an employee Action Points Check what your staff handbook says about gross misconduct and ensure it includes what you consider to amount to gross misconduct in your organisation. Helpful Links Employment Rights Act 1996 Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
This episode 223 of the podcast I bring you an introduction to the law regarding unfair dismissal. This is the first of a mini series that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal. It will assist both employers who may be looking at making dismissal decisions and employees who may have been dismissed and are unsure if the decision is fair or not. In this episode I will cover: The history of unfair dismissal How unfair dismissal started in the early 1970's What it is and where you will find the law The fundamental difference between Unfair Dismissal and Constructive Unfair Dismissal The qualifying period for unfair dismissal Unfair dismissal claims with no qualifying period of service Claims for Automatic Unfair Dismissal The time limit for claims Circumstances when an employer must provide written reasons for an employees dismissal Action Points Whenever you are considering dismissing an employee regardless of their length of service you should ensure that as a minimum you communicate the reason for termination to the employee. Employees have rights for automatic unfair dismissal in certain circumstances regardless of their service length and communicating the reason to them is likely to minimise the risk of drawing the wrong inference as to why. Helpful Links Introduction to Constructive Unfair Dismissal: Episode 18 Focus on Constructive Unfair Dismissal: Episode 21 Employee who did not receive dismissal letter wins unfair dismissal claim Employment Rights Act 1996 Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 222 of the podcast I bring you a run down of the changes to the Working Time Regulations which are effective in the holiday year that starts after 01 April 2024. In this episode of the podcast we cover: The definition of irregular hour worker The definition of part year worker How statutory holiday entitlement is accrued for irregular hour and part year workers How you can deal with carry over of leave How to calculate holiday pay Rolled up holiday pay is now permitted for irregular and part year workers Examples of what to consider when calculating holiday Why it is important to check contracts and holiday terms for existing employees before making a change to your holiday entitlement and pay Harpur v Brazel Case Supreme Court case that has now been overturned and which is covered in Episode 202 Holiday Entitlement & Pay You can find the full government guidance here: https://www.gov.uk/government/publications/simplifying-holiday-entitlement-and-holiday-pay-calculations/holiday-pay-and-entitlement-reforms-from-1-january-2024 Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
In this episode 221 of the podcast I bring you my thoughts and reflections on the case of Bates v The Post Office and whilst not directly related to employment law there are lots of lessons that all employers and HR can take from the events that took place. In this episode of the podcast we cover: Why employers and HR need to take internal investigations seriously. The key things that investigators get wrong in disciplinary and grievance investigations. The civil test of ‘balance of probabilities' and what this means. The importance of a common sense approach to issues that arise. Why communication is important at all levels of the organisation. Why large organisations need to have in place a means of obtaining feedback from the ground level through to Board level. How setting up employee forums, committees and/or employee representatives is a good way to establish if issues are systemic. Why the frequent use of settlement agreements can be a sign of an internal issue. That the usage and number of settlement agreements should be reviewed at Board level. How culture and leadership plays a key role in both avoiding and creating systemic and serious issues arising. The importance of independent and external review of decisions and disputes. A reminder that at the end of every decision is a human being whose life will be impacted. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw Photo by Mick Haupt on Unsplash
In this episode 220 of the podcast I bring you an interview with Fay Wallis who is a specialist career coach who helps HR and People Professionals. In this episode of the podcast we cover: What the key issues are for HR and people professionals. Tips on how to address the key issues. Time Management tools techniques and resources for HR professionals. Being pulled in different directions and how to manage this. How to deal with confidence issues and manage imposter syndrome. How to influence in your role. Fay Wallis If you work in the HR or People team and want to have a successful and fulfilling career but have a challenge that's getting in the way, I'm here to help. A qualified career and executive coach with a background in HR, here are some of the ways I can support you with building your skills, confidence, opportunities and impact at work:
In this episode 219 of the podcast I bring you an interview with Michelle Gyimah who is a specialist pay gap strategist. Michelle is an expert in assisting businesses and organisations to close their pay gap. In this episode of the podcast we cover: Why the gender pay gap is an important consideration for employers. Why the gender pay gap still arises. The benefits to employers of addressing the pay gap in their business or organisation. What businesses and organisations should be considering with regards to their gender pay gap. Simple steps employers can consider for equality. Other areas of pay gap for employers to consider. Some examples of how employers can make a change. Michelle Gyimah I'm a Pay Gaps Strategist. I specialise in supporting HR Directors to close their pay gaps sustainably. One of the key aspects of the work I do with organisations is provide training on how to hold better pay and progression conversations. This is an essential tool to closing pay gaps. By working with me you will: Gain clear insights into what your organisation needs to do to close pay gaps Equip your HR teams with the ability to hold conversations about pay and pay progression so that you can retain more staff Focus on the right measures to improve pay representation Grow in confidence to discuss pay gaps, pay transparency and pay equity Find solutions to these problems faster Create strategies that embed pay transparency to retain talent Improve your organisation's employer brand and public perception to aid talent attraction so that you can be a leader within your sector Talented employees are aware of their power. They are evaluating your organisation on your commitment to building a better future. Your mission statement is not enough. You need to show how you are creating a truly equal environment. Addressing inequalities, such as pay gaps and pay equity, is important for employers to take action on. It can seem like an overwhelming task to begin, but with the right support it can be done. I have a proven track record in supporting organisations to take tangible actions that make a difference. My clients enjoy working with me because I combine strategy + implementation to eradicate pay gaps. For good! If you're looking to embed strategies to close your pay gaps, to retain and attract more talent, there are three things you can do: Beyond The Pay Gap Figure podcast – subscribe and listen where I share tips and strategies to get you started: https://pod.link/1601188183 Watch my LinkedIn Course `Inclusive Tech: Closing the Pay Gap' https://www.linkedin.com/learning/inclusive-tech-closing-the-pay-gap/addressing-gender-binary-language-in-the-pay-gap?autoSkip=true&autoplay=true&resume=false Ready to talk? Email at mgyimah@equalitypays.co or book here to get on a call to discuss this further https://bookme.name/equalitypays/lite/call Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
Prevention of Sexual Harassment obligations for employers are changing in 2024 In this episode 218 of the podcast I bring you an update on the new sexual harassment laws in 2024, including all the information employers need to consider. In this episode of the podcast we cover: What is the current law about workplace sexual harassment. What the Equality Act 2010 states about sexual harassment. Why there has been a change in the law. Some examples of conduct of a sexual nature that would constitute sexual harassment. How a single incident can be sexual harassment. Who can claim sexual harassment. Compensation awarded for sexual harassment claims. New legal duty on employers to take reasonable steps to prevent sexual harassment. What practical steps employers can take now. Recommended training for managers and employees. The importance of a policy on harassment. We will be providing training for employers in early 2024 If you would like more information and to add your details to our waiting list for details of our training programme for managers, HR and for employees then please email Kathy@realemploymentlawadvice.co.uk Other resources regarding sexual harassment Podcast: Sexual Harassment at Work: Episode 88 New Sexual Harassment Laws How to deal with a complaint of sexual harassment by an employee Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
How employers can assist employees with sight or hearing loss to succeed In this episode 217 of the podcast I bring you an interview with Dan Williams who is the founder of Visualise Training and Consultancy an organisation which promotes and enables inclusion, accessibility and equality for people living with visual impairment, hearing loss and other forms of disability. Dan is an expert in assisting businesses and organisations to be more accessible. In this episode of the podcast we cover: How to encourage employees to be open about their condition or disability. Creating an inclusive culture at work. Ways in which employers can make reasonable adjustments for those with sight and hearing loss. Why it is important to give meaningful consideration to adjustments. Some examples of how employers can make a change and be more inclusive. Dan Williams “I established Visualise in 2014 with assistance from The Prince's Trust. As someone who experienced gradual sight loss, I wanted to advance social change for VI (visual Impairment) rights by campaigning and advocating for inclusion, accessibility, equality and diversity. As a qualified eye clinic liaison officer and rehabilitation assistant, and with the help of my guide dog, Zodiac, I carry out workplace assessments to support employees with visual impairments. I deliver training that educates staff to better assist clients or customers with VI. Visualise has worked with over 700 organisations across all sectors. When employees are ‘VI Confident', inclusion becomes ‘business as usual' for everyone involved, leading to increased job satisfaction and a more rewarding environment. I also deliver ‘Seeing Beyond the Eyes' CET workshops to foster closer links between the optical and sight loss sectors to benefit patients. In a voluntary capacity, I'm on the RNIB Working Age and Transitions steering groups which assesses work-related challenges blind and partially sighted people face. I'm also a Young Ambassador for the Prince's Trust and sit on their business launch panels, helping other young people to set up enterprises. I'm a member of the College of Optometrists' Public Patients Reference Group (PPRG), which receives input from patients and the public to improve policies, guidance and patient resources. I am also an active Trustee for The Nystagmus Network charity. In the beginning, sight loss feels like the end, but later, you realise it's just the start of seeing differently and having a new outlook on life. Overcoming challenges has given me resilience, determination and the ambition needed to strive for success. This can also be said of other disabilities, whether they are visible or invisible. We are here to take away the confusion and myths and replace these with solid information that will give you the confidence to interact and welcome those with disabilities into your working environment.” If you'd like to know more about how your organisation can become more Disability Confident and Aware, please email me at daniel@visualisetrainingandconsultancy.co.uk Or give me a call on 07472305268 Together we can make a difference.” About Visualise Visualise Training and Consultancy ltd are on a mission to improve inclusion and accessibility for people with disabilities. Our Founder, Daniel Williams, has an eye condition called Retinitis Pigmentosa, which means he is gradually losing his sight. Daniel established the consultancy in 2014 to share his experience and expertise with companies and organisations. This enables them to provide excellent service for customers and employees alike while meeting their legal obligations under The Equality Act 2010. What began as a laser-sharp focussed approach centred on sight-loss impairment and its associated elements has since organically grown to encompass other disabilities such as hearing loss in an ever more significant effort for Visualise to truly become a symbol of total inclusivity. They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise. Website: https://visualisetrainingandconsultancy.com/ Email: info@visualisetrainingandconsultancy.co.uk Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE Zoes Law Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
This case illustrates when an employee can qualify for protection from discrimination due to menopause symptoms In this episode 216 of the podcast I bring you a summary of a case that was decided by the Employment Tribunal in regards to the issue of whether an employee was treated less favourably due to menopause symptoms and whether her employer was under an obligation to make a reasonable adjustments. The case is Mrs M Lynskey v Direct Line Insurance Services Ltd. In this episode of the podcast we cover: When menopause symptoms could qualify someone for protection under the Equality Act. The types of other claims that employees could bring if treated to their detriment because of menopause. Why the Employment Tribunal considered that the employer's attempts at adjustments were not sufficient. Why the Employment Tribunal awarded Mrs Lynskey aggravated damages in this case. Tips for employers in ensuring that they behave in an inclusive, fair and reasonable manner with employees who are experiencing menopause symptoms. Why we recommend that employers look at making reasonable adjustments, regardless of whether an employee has a confirmed disability. Case Reference You can read the full judgement here: https://www.gov.uk/employment-tribunal-decisions/mrs-m-lynskey-v-direct-line-insurance-services-ltd-1802204-slash-2022-and-1802386-slash-2022 Other resources regarding menopause Podcast: Menopause support at work: An interview with Nicola Green Menopause & Work Reform? An employer has been ordered to pay compensation after making menopause comments Menopause and work – what do employers need to do and why? New Acas Guidance on Menopause and the Workplace Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents
In this episode 215 of the podcast I bring you an interview with Jan Brookes who is the CEO of a local Isle of Wight Charity, Isle Access. Jan is an expert in assisting businesses and organisations to be more accessible. In this episode of the podcast we cover: The number one thing that all employers can do, with no expense, to assist their staff with long term health conditions. Ways in which employers can make reasonable adjustments. Why it is important to give meaningful consideration to adjustments. Some examples of how employers can make a change and be more inclusive. About Jan Brookes CEO Jan is the CEO of Isle Access. Jan has had a notable career of over 40 years in nursing including holding a short service commission as a nursing officer in the RAF. She has considerable experience of caring for people with disabilities and poor mobility, and latterly worked in care home management. For a short period Jan also operated an ‘Accessible Travel' franchise, on the Isle of Wight, inspecting and booking hotel accommodation away from the Island, for people with disabilities and poor mobility. In 2015, Jan succeeded in gaining an MSc (distinction) in International Hospitality Management. The topic for her dissertation was “Identifying the needs of people with dementia when using hotels'. She is a member of the Access Association and has undertaken training in access auditing at the Centre for Accessible Environments. In 2016 Jan spoke at Bournemouth University's Festival of Learning week and was voted Age Friendly Island Entrepreneur of the Year in 2018. About Isle Access Isle Access is an Isle of Wight based charity that is helping to improve life for disabled people on the Island. Their vision is that residents and visitors alike can enjoy as much of the Isle of Wight as possible. Their mission is to make the Island more accessible and inclusive for people of all ages. Their aim is to support disabled people by removing barriers to access, enabling disabled people to enjoy a better quality of life and achieve new skills and experiences. They do this by: Informing, assisting and promoting businesses, organisations, individuals and local government initiatives to welcome everyone to our beautiful Island. Providing some accessible services, such as adapted cycling. They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise. https://isleaccess.co.uk/ info@isleaccess.co.uk Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
In this episode 214 of the podcast I bring you a summary of a case that was decided by the Employment Appeal Tribunal in regards to the issue of whether an employer was under an obligation to make a reasonable adjustment to their recruitment process for an applicant with regards to his dyspraxia. The case is AECOM Ltd v Mr C Mallon. In this episode of the podcast we cover: Why businesses need to ensure that they are open to reasonable adjustments in the recruitment process. The facts of the case and why they are rather unique as Mr Mallon had previously been employed by AECOM Ltd. How HR for the employer got it wrong and could have resolved the matter by a simple telephone call. Why someone has to be a genuine applicant for the job role in order to claim discrimination under the Equality Act. Tips for employers in ensuring that your recruitment process is inclusive, fair and reasonable. Case Reference You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/aecom-ltd-v-mr-c-mallon-2023-eat-104 Other podcast episodes on the issue of recruitment and reasonable adjustments Getting your recruitment process right The Government Legal Service v Brookes – Reasonable adjustments in recruitment: Episode 79 Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
This Employment Tribunal case illustrates why it is important for businesses to set out terms in writing in advance of someone starting work In this episode 213 of the podcast I bring you a summary of a case that was decided by the Watford Employment Tribunal in regards to the issue of the status of the aggrieved. The case is Guler v Newman Law LLP. In this episode of the podcast we cover: Why businesses need to ensure that agreed terms are set out in writing at the outset. How the Employment Tribunal made a determination of Mr Guler's status. Why the Employment Tribunal decided that Mr Guler was a worker. The issues that can arise about status and remuneration if you do not set out the terms in writing. Case Reference You can read the full judgement here: https://assets.publishing.service.gov.uk/media/64db5181c8dee400127f1c68/Mr_A_Guler_-v-Newman_Law_LLP–3304221-2022_-_Written_Reasons.pdf Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Workplace mediation is a critical tool for resolving disputes in the future of work In this episode 212 of the podcast I bring you an interview and discussion with my colleague Jo Carley, who is an experienced workplace mediator and strong advocate for alternative dispute resolution in workplace disputes. In this episode of the podcast we cover: What is workplace mediation. When workplace mediation is appropriate. When employers should be considering workplace mediation. Why it should be the starting point for any grievance formal or informal. Why there is always a loser in the grievance process. How workplace mediation works in practice. The steps employers should be considering to implement workplace mediation. Workplace Mediation: How we can help you Jo Carley and I are both fully trained and experienced workplace mediators having completed the ACAS Certificate in Workplace Mediation. If you would like us to undertake a mediation within your workplace then we would be happy to do so and can start by a no-obligation initial telephone call. Our charges for a workplace mediation are as follows: £350 + VAT for a half-day, plus travel costs. There is an additional charge of £100 +VAT per hour for any additional time required . A half a day is the minimum amount of time needed (including two individual meetings and a joint meeting), but it could run over half a day depending on the extent of the issues there is to work through. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
In this episode 211 of the podcast I bring you a run down from a case decided by the Employment Appeal Tribunal where the issue of making a change to employee contract terms was considered in the context of the employee's eligibility for an enhanced redundancy payment. The case we are covering is Jackson v The University Hospitals of North Midlands NHS Trust [2023]. In this episode of the podcast we cover: The options available to employees if they disagree with a change to contract terms. The potential risks for employers of implementing changes without agreement. What employers should consider when making changes to contract terms. How a redundancy situation can arise when making changes to employee contract terms. Why redundancy applied in this case. The issue that often arises in NHS Trusts with enforced changes to roles and changes to Band ratings. Why employers need to consult with employees on changes to terms. The leading case of Hogg v Dover College Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
What should employers consider when employing care leavers or care experienced people In this episode 210 of the podcast I am joined by Ali Steele from Wight Oak Youth Services to discuss the importance for employers to think purposefully about employing care leavers and to consider the individual requirements of those who are care experienced. In this episode of the podcast we cover: Why it is important to consider care experienced employees. What steps you can take to show support for care experienced employees. The kinds of things that employers should be considering with regards to care leavers and care experienced persons. Why christmas celebrations and birthdays can be a trigger or particularly difficult for care leavers. Why young people from care often have higher resilience and better life skills and are more resourceful when compared to their peers. Small things that you can do to promote awareness and best practice. Resource and information You can find more information about Wight Oak Youth here: Website and contact Ali Steele via hey@wightoakyouth.com Care Leavers Covenant: https://mycovenant.org.uk/about/ In 2022 there were 82,170 children being looked after in England. Statistics can be found here: .GOV Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Procedure and Tips for employers about disciplinary investigations In this episode 209 of the podcast I will explain why getting the disciplinary investigation process right is critical to successfully defending a claim for unfair dismissal and the steps that you need to take. In this episode of the podcast I cover: Why assigning the right person to investigate is crucial. The steps that you need to take to set the scope of the investigation. When you should notify the ‘accused' of the investigation. At what stage you should interview the ‘accused'. Getting witness accounts of events. Whether employees have the right to be accompanied at an investigation meeting. Minute taking or audio recording of the meetings. Dealing with reluctant witnesses. The frequently asked questions about disciplinary investigations. Some example scenarios to consider. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
In this episode 208 of the podcast I will explain what gross misconduct is so that you understand when circumstances arise that could be gross misconduct and steps to take. In this episode of the podcast I cover: What is gross misconduct? The legal test for determining a fair dismissal for gross misconduct The difference between misconduct and gross misconduct Why it is important to set out what constitutes gross misconduct for your business or organisation in your disciplinary policy or rules What is wrongful dismissal? The connection between wrongful dismissal and unfair dismissal for gross misconduct Some interesting example cases 5 key points to consider and take action in relation to gross misconduct Cases referred to: Mr George v Dorset Healthcare University NHS Foundation Trust Ms E Greenaway-Evans v Countryside Properties (UK) Limited Mr Pubbi v Your-Move.co.uk I also covered the case in detail in Podcast 197 Is it fair to dismiss an employee who fails to declare bankruptcy? Basildon Academies v Amadi Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
The reasons cases arise and steps you can take to prevent them In this episode 207 of the podcast I bring you the most common reasons for Employment Tribunal claims to arise in our experience and ways you can reduce the risk of a claim arising. In this episode of the podcast I cover: The most common type of legal claim in our experience at this time. The reasons why claims arise. The fact that untrained managers and/or decision makers create the highest risk. How following a simple process and keeping paperwork can reduce the risk of claim. Why creating a culture of honesty and transparency can mitigate issues from arising. The importance of addressing issues early on in a dispute or potential dispute. Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical. Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised. How having in the moment notes of conversations or records of your decision making at the time can be crucial to disposing of a claim at an early stage and/or winning the case. Training for your Team Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams. Please drop me an email alison@realemploymentlawadvice.co.uk Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action. margarida-csilva-cQCqoTjr0B4-unsplash
In this episode 206 of the podcast I bring you a run down of the proposed changes to employment law announced by the government on the 10th May 2023. The gift that keeps giving….covid and furlough employment cases. In this episode of the podcast I cover: The change announced in regard to the sunset bill. The fact that EU laws will be retained unless specifically revoked (for the time being at least). Some welcome changes to working time rules. Changes to holiday pay and calculations. Changes to TUPE transfer requirements. Making non-compete clauses post-termination no longer than 3 months. The decision of the Employment Appeal tribunal in the case of Lovingangels Care Ltd v Mhindurwa where furlough was not considered as an alternative to redundancy. You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65 If you want to ensure that you are up to date with employment law changes then subscribe to the podcast and our newsletter. To be added to the distribution list for the free fortnightly newsletter please email kathy@realemploymentlawadvice.co.uk. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
In this episode 205 of the podcast I bring you my thoughts and guidance on the appraisal process and how to ensure that you are getting it right. In this episode of the podcast I cover: Why employers undertake appraisals. Why employers think they should undertake appraisals. Why I hate the scoring system in an appraisal process. The things that can go wrong. How to prepare for a good appraisal process. The process to follow. How to deal with issues that may arise in the meeting. Why follow up is critical to success. If you are introducing an appraisal process or would like guidance on refreshing your process, or training for your managers then please do get in touch and we will be happy to assist. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
Disability discrimination for something arising from the disability In this episode 204 of the podcast I bring you details of a case recently decided by the Employment Appeal Tribunal which deals with the issue of behaviour arising from disability. In the case of McQueen v General Optical Council the Tribunal and Employment Appeal Tribunal considered the reasons for the employers actions. In this episode of the podcast I cover: Section 15 of the Equality Act 2010. The legal test for determining if someone has been treated unfavourably because of something arising in consequence of their disability. The facts of this case. The outcome as decided by the Tribunal and then upheld by the Employment Appeal Tribunal. How employers should approach issues with employees who have a disability. Points to note. How to deal with aggressive behaviours at work. McQueen v General Optical Council 2023 – Employment Appeal Tribunal Case. You can read the full judgement HERE If you find yourself in a difficult scenario with an employee or perhaps you are the person on the receiving end of a disciplinary then please do get in touch and we will be happy to advise you. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
In this episode 203 of the podcast I bring you a run down on the steps you need to take to effectively manage an employee who is not performing to the level you require. I also touch upon how to address those niggly attitude or behaviour issues that seem to be coming up more and more frequently. In this episode of the podcast I cover: The starting point and self-reflection as a manager. Why it is important to go through an informal process first. What the informal performance management process looks like. Why a Performance Improvement Plan (known as a PIP) should be the last possible option with poor performance. How to go through a formal process. When you can issue warnings. How long a process should take. Answers to frequently asked questions about performance management. How to deal with poor attitude. How to address general small scale poor behaviours. Of course at the heart of good performance management is COMMUNICATION! If you would like training for your team on how to effectively manager performance issues then I am available to provide training for 1/2 day for up to 30 people for £750 plus VAT. Alternatively if you would like guidance on a performance management issue or to discuss how best to deal with a scenario then please get in touch and myself or a colleague will be happy to advise you. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action. Photo: Review - markus-winkler--fRAIQHKcc0-unsplash
In this episode 202 of the podcast I bring you an update on the latest news about holiday pay and holiday entitlement following the Supreme Court Case of Harpur Trust v Brazel. In this episode of the podcast I cover: Basics of holiday entitlement. The foundations of holiday entitlement in law. How to calculate holiday pay for employees and workers with regular hours and pay. How to calculate holiday pay for employees and workers whose hours vary. What to include in the calculation of the 52 week average for holiday pay. Why all employees and workers are entitled to 5.6 weeks paid holiday regardless of the number of hours that they work. Why part year workers are entitled to 5.6 weeks holiday. Whether you can pay rolled up holiday pay. You can ready the full judgement in the Harpur Trust case here: JUDGEMENT. You can listen to previous episodes on holiday pay calculations here: Holiday Pay & Commission the Court of Appeal Decision: Episode 65 Holiday Entitlement & Pay: Episode 48 Holiday & Sickness Absence: Episode 25 Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
In this episode 201 of the podcast I am joined by Kate Davies, Independent Fertility Nurse Consultant, Corporate & Fertility Industry Consultancy & Podcast Host of the Fertility Podcast. I came across Kate's details in a Facebook post shared by innocent and was inspired by the great work that she has been doing with innocent and many other businesses and organisations. In this episode we talk about: Why fertility is an important consideration for employers. The benefits of thinking purposefully about fertility among your employees. The benefits of implementing a policy around fertility and adjustments needed for those who are going through fertility treatment. The kinds of things employers can do to make changes. Why it is important to embed cultural change and not just introduce a policy. Kate's contact details Kate Davies RN, BSc(Hons), FP Cert Independent Fertility Nurse Consultant Corporate & Fertility Industry Consultancy & Podcast Co-Host WEBSITE: www.yourfertilityjourney.com PODCAST: www.thefertilitypodcast.com https://www.facebook.com/YourFertilityJourney https://www.instagram.com/your_fertility_nurse/ https://www.linkedin.com/in/kate-davies-independent-fertility-nurse-consultant-8671579b/ If you have any questions about this please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
Case review of two interesting recent Tribunal cases In this episode 200 of the podcast I bring you a run down of two interesting cases that have been in the news recently. The first is the case of Glover v Lacoste & Mr R Harmon which is an Employment Appeal Tribunal case involving sex discrimination following the Employers requirement that managers must work flexibly with no set shift pattern or days of work. This is an interesting case as there seems to be a trend, particularly among retail organisations, that you have to work full time to be a manager or, like in this case, be available to work at any time. Aside from the legal implications of this type of policy it is also excluding large numbers of people from management roles and thereby narrowing the pool of talent available, at a time when recruitment is particularly difficult. You can read the full judgement here: Judgement The second case that of Ms H Dadhania v SAP(UK) Ltd and Others which is an Employment Tribunal case where the Judge stated in the judgement that using the F-Word at work had essentially lost the shock value it had previously had due to its commonplace usage in society today. Whether you agree or not with the Judge's view on this it does raise an interesting question about how you manage different sensitivities within your organisation or business. You can read the full judgement here: Judgement If you have any questions or would like some advice about the issues raised in these cases then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
School Closures: What are your options? In this episode 199 of the podcast I bring you some ideas for planning ahead for teacher strikes that may close schools and impact on your employees. In this episode I cover the following: Why you should plan ahead and discuss with staff asap. The impact and stress that could be caused to individuals. The importance of planning for your business continuity. Options available to you. Paid leave at your discretion. The availability of holiday. Changing hours or working flexibly. Unpaid leave under the statutory right to time off for dependents Home working. If you have any questions or would like some advice about how to handle this then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action. Photo by Element5 Digital on Unsplash
Being a good manager means moving from being reactive to being proactive via regular dialogue with staff In this episode 198 of the podcast I bring you my tips and ideas on how to have effective one to one and supervision meetings with staff. One of the things that many managers struggle with when managing people is maintaining regular meaningful communications with staff. In this episode of the podcast I cover: What is a one to one and supervision meeting. What is the difference between a one to one and a supervision meeting. Why it is important to incorporate in your management of staff. Why it does not have to be a complicated process. Why it is effective in improving performance. The steps needed to hold effective one to one and supervision meetings. What to include in your conversation. Why follow up is critical to success How it will save you time in the long run. When preparing for one to one's or supervision meetings I strongly recommend you read the work by Gary Vaynerchuck on Kind Candour. You can read a blog post on it here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/ Alternatively his book, Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success is even better as a resource for managers. You can purchase the book via Amazon HERE * *please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon. Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
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