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

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 <a href="https://assets.publishing.service.gov.uk/media/64b6204961adff001301b1b4/Miss_Clare_Jackson_v_The_University_Hospitals_of_North_Midlands_NHS_Trust__2023__EAT_102.pdf" rel="nofollow" target="_blank"> Jackson v The University Hospitals of North Midlands NHS Trust [2023]</a>. In this episode of the podcast we cover: <ul> <li>The options available to employees if they disagree with a change to contract terms.</li> <li>The potential risks for employers of implementing changes without agreement.</li> <li>What employers should consider when making changes to contract terms.</li> <li>How a redundancy situation can arise when making changes to employee contract terms.</li> <li>Why redundancy applied in this case.</li> <li>The issue that often arises in NHS Trusts with enforced changes to roles and changes to Band ratings.</li> <li>Why employers need to consult with employees on changes to terms.</li> <li>The leading case of Hogg v Dover College</li> </ul>   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 <a href="mailto:alison@realemploymentlawadvice.co.uk" rel="noreferrer noopener">alison@realemploymentlawadvice.co.uk</a>     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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>

Changing employee contract terms

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.comCare 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

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: <ul> <li>Why it is important to consider care experienced employees.</li> <li>What steps you can take to show support for care experienced employees.</li> <li>The kinds of things that employers should be considering with regards to care leavers and care experienced persons.</li> <li>Why christmas celebrations and birthdays can be a trigger or particularly difficult for care leavers.</li> <li>Why young people from care often have higher resilience and better life skills and are more resourceful when compared to their peers.</li> <li>Small things that you can do to promote awareness and best practice.</li> </ul>   Resource and information You can find more information about Wight Oak Youth here: <a href="https://www.wightoakyouth.com/" rel="noreferrer noopener nofollow" target="_blank">Website</a> and contact Ali Steele via hey@wightoakyouth.comCare Leavers Covenant: <a href="https://mycovenant.org.uk/about/" rel="noreferrer noopener nofollow" target="_blank">https://mycovenant.org.uk/about/</a> In 2022 there were 82,170 children being looked after in England. Statistics can be found here: <a href="https://explore-education-statistics.service.gov.uk/find-statistics/children-looked-after-in-england-including-adoptions#releaseHeadlines-summary" rel="noreferrer noopener nofollow" target="_blank">.GOV</a>     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 <a href="mailto:alison@realemploymentlawadvice.co.uk" rel="noreferrer noopener">alison@realemploymentlawadvice.co.uk</a>     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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>

Employing Care Leavers: Top tips for employers

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

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: <ul> <li>Why assigning the right person to investigate is crucial.</li> <li>The steps that you need to take to set the scope of the investigation.</li> <li>When you should notify the ‘accused’ of the investigation.</li> <li>At what stage you should interview the ‘accused’.</li> <li>Getting witness accounts of events.</li> <li>Whether employees have the right to be accompanied at an investigation meeting.</li> <li>Minute taking or audio recording of the meetings.</li> <li>Dealing with reluctant witnesses.</li> <li>The frequently asked questions about disciplinary investigations.</li> <li>Some example scenarios to consider.</li> </ul>     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 <a href="mailto:alison@realemploymentlawadvice.co.uk" rel="noreferrer noopener">alison@realemploymentlawadvice.co.uk</a>     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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>

How to conduct a disciplinary investigation

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

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: <ul> <li>What is gross misconduct?</li> <li>The legal test for determining a fair dismissal for gross misconduct</li> <li>The difference between misconduct and gross misconduct</li> <li>Why it is important to set out what constitutes gross misconduct for your business or organisation in your disciplinary policy or rules</li> <li>What is wrongful dismissal?</li> <li>The connection between wrongful dismissal and unfair dismissal for gross misconduct</li> <li>Some interesting example cases</li> <li>5 key points to consider and take action in relation to gross misconduct</li> </ul> Cases referred to: <a href="https://www.gov.uk/employment-tribunal-decisions/mr-a-george-v-dorset-healthcare-university-nhs-foundation-trust-1405892-slash-2020" rel="noreferrer noopener nofollow" target="_blank">Mr George v Dorset Healthcare University NHS Foundation Trust</a> <a href="https://www.gov.uk/employment-tribunal-decisions/ms-e-greenaway-evans-v-countryside-properties-uk-ltd-2417991-slash-2020" rel="noreferrer noopener nofollow" target="_blank">Ms E Greenaway-Evans v Countryside Properties (UK) Limited</a> <a href="https://www.gov.uk/employment-appeal-tribunal-decisions/mr-k-pubbi-v-your-move-dot-co-dot-uk-2022-eat-96" rel="noreferrer noopener nofollow" target="_blank">Mr Pubbi v Your-Move.co.uk </a>I also covered the case in detail in Podcast 197 <a href="https://realemploymentlawadvice.co.uk/podcast/is-it-fair-to-dismiss-an-employee-who-fails-to-declare-bankruptcy/" rel="noreferrer noopener nofollow" target="_blank">Is it fair to dismiss an employee who fails to declare bankruptcy?</a> <a href="https://www.gov.uk/employment-appeal-tribunal-decisions/the-basildon-academies-v-mr-e-amadi-ukeat-0343-14-rn" rel="noreferrer noopener nofollow" target="_blank">Basildon Academies v Amadi</a>     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 <a href="mailto:alison@realemploymentlawadvice.co.uk" rel="noreferrer noopener">alison@realemploymentlawadvice.co.uk</a>     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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>

What is gross misconduct?

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 TeamWould 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: YOUTUBEThe 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

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: <ul> <li>The most common type of legal claim in our experience at this time.</li> <li>The reasons why claims arise.</li> <li>The fact that untrained managers and/or decision makers create the highest risk.</li> <li>How following a simple process and keeping paperwork can reduce the risk of claim.</li> <li>Why creating a culture of honesty and transparency can mitigate issues from arising.</li> <li>The importance of addressing issues early on in a dispute or potential dispute.</li> <li>Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical.</li> <li>Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised.</li> <li>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.</li> </ul> Training for your TeamWould 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 <a href="mailto:alison@realemploymentlawadvice.co.uk" rel="noreferrer noopener">alison@realemploymentlawadvice.co.uk</a>     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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>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

What are the most common reasons for Employment Tribunal claims?

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-65If 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: YOUTUBEThe 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 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: <ul> <li>The change announced in regard to the sunset bill.</li> <li>The fact that EU laws will be retained unless specifically revoked (for the time being at least).</li> <li>Some welcome changes to working time rules.</li> <li>Changes to holiday pay and calculations.</li> <li>Changes to TUPE transfer requirements.</li> <li>Making non-compete clauses post-termination no longer than 3 months.</li> <li>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.</li> </ul>You can read the full judgement here: <a href="https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65" rel="noreferrer noopener nofollow" target="_blank">https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65</a>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 <a href="mailto:kathy@realemploymentlawadvice.co.uk" rel="noreferrer noopener">kathy@realemploymentlawadvice.co.uk</a>.   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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>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.

Employment law changes announced & Ignoring furlough led to an unfair redundancy dismissal

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.

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: <ul> <li>Why employers undertake appraisals.</li> <li>Why employers think they should undertake appraisals.</li> <li>Why I hate the scoring system in an appraisal process.</li> <li>The things that can go wrong.</li> <li>How to prepare for a good appraisal process.</li> <li>The process to follow.</li> <li>How to deal with issues that may arise in the meeting.</li> <li>Why follow up is critical to success.</li> </ul> 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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a> 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.

How to conduct an effective appraisal

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: YOUTUBEThe 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: <ul> <li>Section 15 of the Equality Act 2010.</li> <li>The legal test for determining if someone has been treated unfavourably because of something arising in consequence of their disability.</li> <li>The facts of this case.</li> <li>The outcome as decided by the Tribunal and then upheld by the Employment Appeal Tribunal.</li> <li>How employers should approach issues with employees who have a disability.</li> <li>Points to note.</li> <li>How to deal with aggressive behaviours at work.</li> </ul>McQueen v General Optical Council 2023 – Employment Appeal Tribunal Case. You can read the full judgement <a href="https://assets.publishing.service.gov.uk/media/640afe67d3bf7f02fef88331/Philip_McQueen_v_General_Optical_Council__2023__EAT_36.pdf" rel="nofollow" target="_blank">HERE </a>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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>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.

Is it discrimination to discipline an employee for aggressive behaviour?

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: YOUTUBEThe 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 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: <ul> <li>The starting point and self-reflection as a manager.</li> <li>Why it is important to go through an informal process first.</li> <li>What the informal performance management process looks like.</li> <li>Why a Performance Improvement Plan (known as a PIP) should be the last possible option with poor performance.</li> <li>How to go through a formal process.</li> <li>When you can issue warnings.</li> <li>How long a process should take.</li> <li>Answers to frequently asked questions about performance management.</li> <li>How to deal with poor attitude.</li> <li>How to address general small scale poor behaviours.</li> </ul>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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>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

Managing Performance Issues with Employees

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 &amp; Commission the Court of Appeal Decision: Episode 65 Holiday Entitlement &amp; Pay: Episode 48 Holiday &amp; 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: YOUTUBEThe 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 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 <a href="https://www.supremecourt.uk/cases/uksc-2019-0209.html" rel="noreferrer noopener nofollow" target="_blank">Harpur Trust v Brazel</a>. In this episode of the podcast I cover: <ul> <li>Basics of holiday entitlement.</li> <li>The foundations of holiday entitlement in law.</li> <li>How to calculate holiday pay for employees and workers with regular hours and pay.</li> <li>How to calculate holiday pay for employees and workers whose hours vary.</li> <li>What to include in the calculation of the 52 week average for holiday pay.</li> <li>Why all employees and workers are entitled to 5.6 weeks paid holiday regardless of the number of hours that they work.</li> <li>Why part year workers are entitled to 5.6 weeks holiday.</li> <li>Whether you can pay rolled up holiday pay.</li> </ul> You can ready the full judgement in the Harpur Trust case here: <a href="https://www.supremecourt.uk/cases/uksc-2019-0209.html" rel="noreferrer noopener nofollow" target="_blank">JUDGEMENT</a>.You can listen to previous episodes on holiday pay calculations here: <a href="https://realemploymentlawadvice.co.uk/podcast/65/" rel="noreferrer noopener nofollow" target="_blank">Holiday Pay &amp; Commission the Court of Appeal Decision: Episode 65</a> <a href="https://realemploymentlawadvice.co.uk/podcast/48/" rel="nofollow" target="_blank">Holiday </a><a href="https://realemploymentlawadvice.co.uk/podcast/48/" rel="noreferrer noopener nofollow" target="_blank">E</a><a href="https://realemploymentlawadvice.co.uk/podcast/48/" rel="nofollow" target="_blank">ntitlement &amp; Pay: Episode 48</a> <a href="https://realemploymentlawadvice.co.uk/podcast/25/" rel="noreferrer noopener nofollow" target="_blank">Holiday &amp; Sickness Absence: Episode 25</a>     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: <a href="https://realemploymentlawadvice.co.uk/employers/hr-harbour/" rel="noreferrer noopener nofollow" target="_blank">HR Harbour</a> 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: <a href="https://realemploymentlawadvice.co.uk/diy-documents/" rel="noreferrer noopener nofollow" target="_blank">DIY Documents</a> We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: <a href="https://www.youtube.com/c/RealEmploymentLawAdvice/videos" rel="noreferrer noopener nofollow" target="_blank">YOUTUBE</a>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.

Holiday Entitlement & Pay

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.

This is a great podcast. I recommend it to anyone in business.

Wonderful Podcast

As an American employer lawyer, I appreciate hearing about the differences between US and UK employment law.

Enjoyable podcast!

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.

The Employment Law & HR Podcast

In this episode of the podcast I discuss the importance of managing difficult or contentious conversations successfully. In this episode I will cover:  What difficult conversations are. Why we avoid having them. The dangers of avoiding these conversations. My top tips on how to carry out these conversations successfully.   Action Points  It should not be a surprise - Ensure that you are holding regular conversations about the required standards and performance. Conquer your fears - The conversation in your mind is always worse than that of reality. Change your mindset - A difficult conversation tends to go best when you think about it as just a normal conversation. Be prepared - You need to ensure that the evidence backs up what you are trying to achieve. Be positive - Spin your questions with a positive approach to open the lines of communication and have a positive dialogue. Handle reactions with care - Acknowledge emotions and respond with kindness and empathy. Cut out all distractions - Give your whole, undivided attention to the conversation. Be consistent - Hold all your employees accountable to the same performance expectations. Keep it confidential - Builds trust and confidence. Summarise your understanding and agree a way forward - Encourage your employee to come up with the solution.  Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006 Photo by Etienne Boulanger on Unsplash

In this episode of the podcast I discuss the importance of managing difficult or contentious conversations successfully. In this episode I will cover: <ul> <li>What difficult conversations are.</li> <li>Why we avoid having them.</li> <li>The dangers of avoiding these conversations.</li> <li>My top tips on how to carry out these conversations successfully. </li> </ul> Action Points <ol> <li>It should not be a surprise - Ensure that you are holding regular conversations about the required standards and performance.</li> <li>Conquer your fears - The conversation in your mind is always worse than that of reality.</li> <li>Change your mindset - A difficult conversation tends to go best when you think about it as just a normal conversation.</li> <li>Be prepared - You need to ensure that the evidence backs up what you are trying to achieve.</li> <li>Be positive - Spin your questions with a positive approach to open the lines of communication and have a positive dialogue.</li> <li>Handle reactions with care - Acknowledge emotions and respond with kindness and empathy.</li> <li>Cut out all distractions - Give your whole, undivided attention to the conversation.</li> <li>Be consistent - Hold all your employees accountable to the same performance expectations.</li> <li>Keep it confidential - Builds trust and confidence.</li> <li>Summarise your understanding and agree a way forward - Encourage your employee to come up with the solution.</li> </ol> Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - <a href="mailto:alison@realemploymentlawadvice.co.uk">alison@realemploymentlawadvice.co.uk</a> or you can find full details here: <a href="https://adviceforemployers.co.uk/employment-law-support/" rel="nofollow" target="_blank">HR Harbour</a> Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006 Photo by <a href="https://unsplash.com/@etienneblg?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Etienne Boulanger</a> on <a href="https://unsplash.com/search/photos/difficult-conversations?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Unsplash</a>

Having Difficult Conversations: Top Tips

In this episode of the podcast I bring you a brief update on what will be coming in 2020.   In this episode I will cover:    Changes to Section 1 Statements for employees. The requirement to provide a Section 1 Statement to Workers. Changes to the reference period for calculating average pay for holiday payments. New IR35 rules for medium and large businesses. Parental Bereavement Leave and Pay. Guidance on planning for the National Minimum Wage changes.    Action Points    Review your contracts of employment to ensure they comply with the post April changes. Review your on-boarding process for new employees and workers to ensure contracts are ready to be issued from day 1. Speak to your accountant or payroll provider about changing the calculation of holiday pay for employees who have irregular pay. Check if the new IR35 rules apply to you. Review your figures and project the impact of a rise in the National Minimum Wage from 5%-10% so you can plan for the change likely to take place from April 2020.    Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.   Photo by Jude Beck on Unsplash   As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour   Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

In this episode of the podcast I bring you a brief update on what will be coming in 2020. In this episode I will cover: <ul> <li>Changes to Section 1 Statements for employees.</li> <li>The requirement to provide a Section 1 Statement to Workers.</li> <li>Changes to the reference period for calculating average pay for holiday payments.</li> <li>New IR35 rules for medium and large businesses.</li> <li>Parental Bereavement Leave and Pay.</li> <li>Guidance on planning for the National Minimum Wage changes.</li> </ul> Action Points <ol> <li>Review your contracts of employment to ensure they comply with the post April changes.</li> <li>Review your on-boarding process for new employees and workers to ensure contracts are ready to be issued from day 1.</li> <li>Speak to your accountant or payroll provider about changing the calculation of holiday pay for employees who have irregular pay.</li> <li>Check if the new IR35 rules apply to you.</li> <li>Review your figures and project the impact of a rise in the National Minimum Wage from 5%-10% so you can plan for the change likely to take place from April 2020.</li> </ol> Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions. Photo by <a href="https://unsplash.com/@judebeck?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Jude Beck</a> on <a href="https://unsplash.com/s/photos/new-year-2020?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Unsplash</a> As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - <a href="mailto:alison@realemploymentlawadvice.co.uk">alison@realemploymentlawadvice.co.uk</a> or you can find full details here: <a href="https://adviceforemployers.co.uk/employment-law-support/" rel="nofollow" target="_blank">HR Harbour</a> Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

What to look forward to in 2020 with Employment Law & HR

How do you deal with a situation where an employee is absent due to sickness and cannot attend a disciplinary? In this episode of the podcast I answer a question from a listener about what to do when an employee says that they are not fit to attend a disciplinary hearing .   In this episode I will cover:  Your options when this happens. What the ACAS code says about an employee not attending a disciplinary meeting. What are the requirements of 'natural justice'. Principles of a fair dismissal for misconduct known as the 'Burchell' test. The need to weigh up dealing with matters in a timely manner v principles of fairness and natural justice. Reasonableness and range of reasonable responses test. Reductions to compensation known as 'Polkey' deductions.  Action Points  Where possible try to ensure that the employee can attend the meeting and if necessary agree to a delay to enable this to happen. Obtain medical advice and evidence wherever possible. Only proceed in the absence of the employee in exceptional circumstances. Obtain advice before making a decision about how to proceed.  Useful Links  BHS v Burchell  Polkey Case ACAS Code of Practice  Khanum v Mid Glamorgan Area Health Authority Unfair Dismissal Mini Series Episode 1 Unfair Dismissal Mini Series Episode 2 Unfair Dismissal Mini Series Episode 3 Unfair Dismissal Mini Series Episode 4 Unfair Dismissal Mini Series Episode 5  Unfair Dismissal FAQ's

How do you deal with a situation where an employee is absent due to sickness and cannot attend a disciplinary? In this episode of the podcast I answer a question from a listener about what to do when an employee says that they are not fit to attend a disciplinary hearing .   In this episode I will cover: <ul> <li>Your options when this happens.</li> <li>What the ACAS code says about an employee not attending a disciplinary meeting.</li> <li>What are the requirements of 'natural justice'.</li> <li>Principles of a fair dismissal for misconduct known as the 'Burchell' test.</li> <li>The need to weigh up dealing with matters in a timely manner v principles of fairness and natural justice.</li> <li>Reasonableness and range of reasonable responses test.</li> <li>Reductions to compensation known as 'Polkey' deductions.</li> </ul> Action Points <ol> <li>Where possible try to ensure that the employee can attend the meeting and if necessary agree to a delay to enable this to happen.</li> <li>Obtain medical advice and evidence wherever possible.</li> <li>Only proceed in the absence of the employee in exceptional circumstances.</li> <li>Obtain advice before making a decision about how to proceed.</li> </ol> Useful Links <a href="https://www.bailii.org/cgi-bin/format.cgi?doc=/uk/cases/UKEAT/1978/108_78_2007.html&amp;query=(British)+AND+(Home)+AND+(Stores)+AND+(Ltd)+AND+(v)+AND+(Burchell)+AND+(.1978.)" rel="nofollow" target="_blank"> BHS v Burchell</a> <a href="https://www.bailii.org/cgi-bin/format.cgi?doc=/uk/cases/UKHL/1987/8.html&amp;query=(polkey)" rel="nofollow" target="_blank"> Polkey Case</a> <a href="http://www.acas.org.uk/index.aspx?articleid=2174" rel="nofollow" target="_blank">ACAS Code of Practice</a> <a href="https://swarb.co.uk/khanum-v-mid-glamorgan-area-health-authority-eat-1979/" rel="nofollow" target="_blank"> Khanum v Mid Glamorgan Area Health Authority</a> <a href="https://adviceforemployers.co.uk/podcast/34/" rel="nofollow" target="_blank">Unfair Dismissal Mini Series Episode 1</a> <a href="https://adviceforemployers.co.uk/podcast/35/" rel="noopener nofollow" target="_blank">Unfair Dismissal Mini Series Episode 2</a> <a href="https://adviceforemployers.co.uk/podcast/unfair-dismissal-part-3/" rel="noopener nofollow" target="_blank">Unfair Dismissal Mini Series Episode 3</a> <a href="https://adviceforemployers.co.uk/podcast/37/" rel="noopener nofollow" target="_blank">Unfair Dismissal Mini Series Episode 4</a> <a href="https://adviceforemployers.co.uk/podcast/38/" rel="noopener nofollow" target="_blank">Unfair Dismissal Mini Series Episode 5 </a> <a href="https://adviceforemployers.co.uk/podcast/39/" rel="noopener nofollow" target="_blank">Unfair Dismissal FAQ's</a>

Can you proceed with a disciplinary if an employee is absent due to sickness?

In this episode of the podcast I cover up to date key information for employers to consider.   Correct as at 09/03/2020.   In this episode I will cover:    .What if the Employee returns from holiday in an affected area but has no symptoms or obvious exposure? What if the employee has possible exposure from someone who is infected and is advised to remain at home by a medical professional or on medical advice issued? Closure of the workplace or requiring staff to stay away from the office due to concerns? What if an employee has the virus? What if an employee wants to stay at home because they are worried or of a nervous disposition? What if an employee refuses to stay at home? What if the employee cannot work as their child’s school or nursery is closed? Some other considerations such as insurance and alternative ways of working.    Action Points   1) Issue a notice to all staff requiring them to inform you immediately if they are at risk because of travel to a location deemed by the Home office to be a risk.   2) Issue a notice to all staff reminding them of the requirement to properly wash their hands and contain any coughs and sneezes.   3) Encourage good hygiene in the workplace and consider increasing cleaning and providing additional sanitising equipment and materials.   4) If your business is such that customers and visitors come onto your premises, display additional notices about hand washing, provide sanitiser and put up notices asking customers to inform you if they have been to one of the affected areas in recent weeks.   5) If you intend to implement a policy of minimum time between returning from holiday to returning to work, notify all staff and inform them how you plan on dealing with this time. If you are going to require them to take holiday for example for these extra days make it clear that you are doing so and refer to the relevant part of your contracts and/or procedures.   6) Review your business continuity plan.   7) Consider your ability to work from home and explore what resources are available to you to enable your business to continue to operate as smoothly as possible.   8) Assign one or two senior people in the business as responsible for monitoring the situation on the www.gov.uk website and within the business.   9) If in doubt seek advice. We are talking to businesses on a daily basis about these issues and we can share best practice, latest advice and support with you.   Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions.   Photo-by-Dimitri-Karastelev-on-Unsplash   As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour   Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006     Would you like advice about your situation?   Appointments are available on the telephone or via Skype throughout the UK.   Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.       The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.   The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.   Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth   HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

In this episode of the podcast I cover up to date key information for employers to consider. Correct as at 09/03/2020. In this episode I will cover: <ul> <li>.What if the Employee returns from holiday in an affected area but has no symptoms or obvious exposure?</li> <li>What if the employee has possible exposure from someone who is infected and is advised to remain at home by a medical professional or on medical advice issued?</li> <li>Closure of the workplace or requiring staff to stay away from the office due to concerns?</li> <li>What if an employee has the virus?</li> <li>What if an employee wants to stay at home because they are worried or of a nervous disposition?</li> <li>What if an employee refuses to stay at home?</li> <li>What if the employee cannot work as their child’s school or nursery is closed?</li> <li>Some other considerations such as insurance and alternative ways of working.</li> </ul> Action Points 1) Issue a notice to all staff requiring them to inform you immediately if they are at risk because of travel to a location deemed by the Home office to be a risk. 2) Issue a notice to all staff reminding them of the requirement to properly wash their hands and contain any coughs and sneezes. 3) Encourage good hygiene in the workplace and consider increasing cleaning and providing additional sanitising equipment and materials. 4) If your business is such that customers and visitors come onto your premises, display additional notices about hand washing, provide sanitiser and put up notices asking customers to inform you if they have been to one of the affected areas in recent weeks. 5) If you intend to implement a policy of minimum time between returning from holiday to returning to work, notify all staff and inform them how you plan on dealing with this time. If you are going to require them to take holiday for example for these extra days make it clear that you are doing so and refer to the relevant part of your contracts and/or procedures. 6) Review your business continuity plan. 7) Consider your ability to work from home and explore what resources are available to you to enable your business to continue to operate as smoothly as possible. 8) Assign one or two senior people in the business as responsible for monitoring the situation on the <a href="http://www.gov.uk" rel="nofollow" target="_blank">www.gov.uk</a> website and within the business. 9) If in doubt seek advice. We are talking to businesses on a daily basis about these issues and we can share best practice, latest advice and support with you. Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions. Photo-by-Dimitri-Karastelev-on-Unsplash As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - <a href="mailto:alison@realemploymentlawadvice.co.uk">alison@realemploymentlawadvice.co.uk</a> or you can find full details here: <a href="https://adviceforemployers.co.uk/employment-law-support/" rel="nofollow" target="_blank">HR Harbour</a> Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006 Would you like advice about your situation? Appointments are available on the telephone or via Skype throughout the UK. Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire. The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action. Solicitors Isle of Wight | Solicitors Salisbury | Solicitors Eastleigh | Solicitors Portsmouth HR Isle of Wight | HR Salisbury | HR Eastleigh |HR Portsmouth

Coronavirus: Guidance for Employers

In this episode of the podcast I bring you my thoughts on the line between legitimate management of conduct and performance verses bullying. This is an issue that comes up regularly when advising both employers and employees and in my view it can be resolved with a few changes. In this episode I will cover:  Why employees often claim they are being bullied when a manager addresses performance issue.  How managers get it wrong.  Steps employers can take to set the relationship up appropriately from the start.  How to manage an employees expectations.  Techniques managers can use to manage issues effectively.   Action Points  Consider preparing a message for all new starters about how you will address any issues if they arise. Give all employees a job description and targets or set of expected behaviours.  Train your managers to manage people.  Lead by example - good practice should start at the top.  Seek advice if you are unsure.    Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006 Photo by Frank Busch on Unsplash

In this episode of the podcast I bring you my thoughts on the line between legitimate management of conduct and performance verses bullying. This is an issue that comes up regularly when advising both employers and employees and in my view it can be resolved with a few changes. In this episode I will cover: <ul> <li>Why employees often claim they are being bullied when a manager addresses performance issue. </li> <li>How managers get it wrong. </li> <li>Steps employers can take to set the relationship up appropriately from the start. </li> <li>How to manage an employees expectations. </li> <li>Techniques managers can use to manage issues effectively. </li> </ul> Action Points <ol> <li>Consider preparing a message for all new starters about how you will address any issues if they arise.</li> <li>Give all employees a job description and targets or set of expected behaviours. </li> <li>Train your managers to manage people. </li> <li>Lead by example - good practice should start at the top. </li> <li>Seek advice if you are unsure.</li> </ol> Please do leave your thoughts on this issue in the comments section below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - <a href="mailto:alison@realemploymentlawadvice.co.uk">alison@realemploymentlawadvice.co.uk</a> or you can find full details here: <a href="https://adviceforemployers.co.uk/employment-law-support/" rel="nofollow" target="_blank">HR Harbour</a> Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006 Photo by <a href="https://unsplash.com/@frankbusch?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Frank Busch</a> on <a href="https://unsplash.com/s/photos/conflict?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Unsplash</a>

Legitimate Management V Bullying - where's the line?

In this episode of the podcast I cover a recent case decided by the Norwich Employment Tribunal as to whether a vegetarian employee could claim protection from discrimination on the grounds of vegetarianism. In this episode I will cover:  A background to the law.  How the employment tribunal determine a 'philosophical belief'. Why it is a 'hot topic' currently.  How it is related to a similar case about veganism.  What you should take from this case as an employer.  Action Points  Create a working environment where differences and beliefs are celebrated and accepted. Behave fairly and reasonably to all employees regardless of your views on their beliefs.  Have your rules and codes of conduct and behaviour set out in writing and communicated to all employees.  Seek advice if you are unsure.  Resources  Conisbee v Crossley Farms Limited &amp; Others - Employment Tribunal   Article on Philosophical Beliefs and the Vegan Case   Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006   Photo by Simon Matzinger on Unsplash

In this episode of the podcast I cover a recent case decided by the Norwich Employment Tribunal as to whether a vegetarian employee could claim protection from discrimination on the grounds of vegetarianism. In this episode I will cover: <ul> <li>A background to the law. </li> <li>How the employment tribunal determine a 'philosophical belief'.</li> <li>Why it is a 'hot topic' currently. </li> <li>How it is related to a similar case about veganism. </li> <li>What you should take from this case as an employer.</li> </ul> Action Points <ol> <li>Create a working environment where differences and beliefs are celebrated and accepted.</li> <li>Behave fairly and reasonably to all employees regardless of your views on their beliefs. </li> <li>Have your rules and codes of conduct and behaviour set out in writing and communicated to all employees. </li> <li>Seek advice if you are unsure.</li> </ol> Resources <a href="https://assets.publishing.service.gov.uk/media/5d777ae2e5274a27ca983503/Mr_G_Conisbee_v_Crossley_Farms_Limited___Others-3335357-2018-OPH_Reserved_Judgment.pdf" rel="nofollow" target="_blank"> Conisbee v Crossley Farms Limited &amp; Others - Employment Tribunal </a> <a href="https://adviceforemployers.co.uk/2019/06/04/are-climate-change-and-veganism-philosophical-beliefs/" rel="nofollow" target="_blank"> Article on Philosophical Beliefs and the Vegan Case</a> Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £198 per month please contact me for a no obligation discussion - <a href="mailto:alison@realemploymentlawadvice.co.uk">alison@realemploymentlawadvice.co.uk</a> or you can find full details here: <a href="https://adviceforemployers.co.uk/employment-law-support/" rel="nofollow" target="_blank">HR Harbour</a> Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006 Photo by <a href="https://unsplash.com/@8moments?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Simon Matzinger</a> on <a href="https://unsplash.com/search/photos/veganism?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" rel="nofollow" target="_blank">Unsplash</a>

Can a vegetarian claim discrimination under the Equality Act 2010?

Restructure and redundancy: When do you have to pay redundancy pay if there is alternative employment available? In this episode of the podcast I cover a question from a listener which follows on nicely from the last episode when I answered a question about changing employee hours and redundancy. In this episode I tackle the difficult issue for employers regarding suitable alternative employment and the impact of an employees refusal on their right to redundancy pay.  In this episode I will cover:  The legal position in the Employment Rights Act about redundancy payments. What an employer should consider when deciding if a role is a 'suitable alternative' or not. How an employer should make an offer of alternative employment and what to include. The circumstances in which an employee can generally refuse an offer and when that refusal will be reasonable. Practical steps for employers to take when considering alternative employment. How to try to resolve potentially difficult issues with employees.  Action Points  If you are restructuring and there are alternative roles consider carefully how you are going to match employees with the new roles. Analyse the differences in the roles between old and new and try to consider how it will be perceived from the employee's perspective. Discuss any objections with the employee and see if you can reach an agreement. Seek advice if you are unsure whether you are required to make a redundancy payment or not.  Useful Links Devon Primary Care Trust v Readman - Court of Appeal Claim for redundancy pay or other payments where the employer is insolvent Redundancy Mini-Series   Redundancy Part 1: An Introduction (Episode 040) Redundancy Part 2: Consultation (Episode 041)  Redundancy Part 3: Selection (Episode 042) Redundancy Part 4: Alternative Vacancies (Episode 043) Redundancy Part 5: Redundancy Pay (Episode 044) Redundancy Part 6: FAQs (Episode 045)    Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion - alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour   Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Restructure and redundancy: When do you have to pay redundancy pay if there is alternative employment available? In this episode of the podcast I cover a question from a listener which follows on nicely from the last episode when I answered a question about changing employee hours and redundancy. In this episode I tackle the difficult issue for employers regarding suitable alternative employment and the impact of an employees refusal on their right to redundancy pay.  In this episode I will cover: <ul> <li>The legal position in the Employment Rights Act about redundancy payments.</li> <li>What an employer should consider when deciding if a role is a 'suitable alternative' or not.</li> <li>How an employer should make an offer of alternative employment and what to include.</li> <li>The circumstances in which an employee can generally refuse an offer and when that refusal will be reasonable.</li> <li>Practical steps for employers to take when considering alternative employment.</li> <li>How to try to resolve potentially difficult issues with employees.</li> </ul> Action Points <ol> <li>If you are restructuring and there are alternative roles consider carefully how you are going to match employees with the new roles.</li> <li>Analyse the differences in the roles between old and new and try to consider how it will be perceived from the employee's perspective.</li> <li>Discuss any objections with the employee and see if you can reach an agreement.</li> <li>Seek advice if you are unsure whether you are required to make a redundancy payment or not.</li> </ol> Useful Links <a href="http://www.bailii.org/ew/cases/EWCA/Civ/2013/1110.html" rel="nofollow" target="_blank">Devon Primary Care Trust v Readman</a> - Court of Appeal <a href="https://www.gov.uk/claim-redundancy" rel="nofollow" target="_blank">Claim for redundancy pay or other payments where the employer is insolvent</a> Redundancy Mini-Series <ul> <li><a href="https://www.adviceforemployers.co.uk/podcast/40/" rel="nofollow" target="_blank">Redundancy Part 1: An Introduction (Episode 040)</a></li> <li><a href="https://www.adviceforemployers.co.uk/podcast/41/" rel="nofollow" target="_blank">Redundancy Part 2: Consultation (Episode 041)</a></li> <li><a href="https://www.adviceforemployers.co.uk/podcast/redundancy-part-3-selection/" rel="nofollow" target="_blank"> Redundancy Part 3: Selection (Episode 042)</a></li> <li><a href="https://www.adviceforemployers.co.uk/podcast/43/" rel="nofollow" target="_blank">Redundancy Part 4: Alternative Vacancies (Episode 043)</a></li> <li><a href="https://www.adviceforemployers.co.uk/podcast/44/" rel="nofollow" target="_blank">Redundancy Part 5: Redundancy Pay (Episode 044)</a></li> <li><a href="https://www.adviceforemployers.co.uk/podcast/45/" rel="nofollow" target="_blank">Redundancy Part 6: FAQs (Episode 045)</a></li> </ul> Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions. As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion - <a href="mailto:alison@realemploymentlawadvice.co.uk">alison@realemploymentlawadvice.co.uk</a> or you can find full details here: <a href="https://adviceforemployers.co.uk/employment-law-support/" rel="nofollow" target="_blank">HR Harbour</a> Don't forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

Will an employee's refusal to accept an alternative role in a restructure situation mean that they forego a redundancy payment?

A reflection on Gender Equality in the lead up to International Women's Day 2019 In this episode of the podcast I reflect on some of the issues facing women in the workplace including the challenges and statistics of the number of women who are leading the way in FTSE companies.  In this episode I will cover:  Why inequality is part of our recent history and some of the issues women have overcome at work in only the last 100 years. Recent statistics on the numbers of women leading FTSE 100 and FTSE 350 companies. Some of the most shocking reasons why women are not making it onto the Boards of these 'leading' companies. Why having a gender balance is actually good for business. Some top tips on how you can start to address the imbalance in your business or organisation. The Equality Act provisions on positive action and when it is permitted.  Action Points  Track and measure so that you understand statistics on gender equality in your business or organisation. Tailor and target your recruitment marketing for women. Set up mentoring and ensure that the female leaders in your business or organisation are visible to others. Address and explore unconscious bias and preconceived ideas that may have developed at a senior level. Develop a strategy for what you want to achieve and get buy in to this at all levels. Ensure that all managers and senior staff have training in respect of equality and diversity. Look at the culture in your business and make changes where the culture does not reflect your strategy. Address complaints and issues quickly and take them seriously. Be proactive and build confidence of staff who have ambition or talent to be a future leader. Introduce a clear salary structure based on tangible measure.    We offer training on Equality and Diversity for staff and we can review your contracts, procedures and Handbooks for you so please do get in touch if we can be of any assistance. Useful Links  Article written by Alison Colley 'Gender Equality in the Workplace: Still and Issue?' November 2018  Worst explanations for not appointing women to Boards Equality Act Section 158 and 159

A reflection on Gender Equality in the lead up to International Women's Day 2019 In this episode of the podcast I reflect on some of the issues facing women in the workplace including the challenges and statistics of the number of women who are leading the way in FTSE companies.  In this episode I will cover: <ul> <li>Why inequality is part of our recent history and some of the issues women have overcome at work in only the last 100 years.</li> <li>Recent statistics on the numbers of women leading FTSE 100 and FTSE 350 companies.</li> <li>Some of the most shocking reasons why women are not making it onto the Boards of these 'leading' companies.</li> <li>Why having a gender balance is actually good for business.</li> <li>Some top tips on how you can start to address the imbalance in your business or organisation.</li> <li>The Equality Act provisions on positive action and when it is permitted.</li> </ul> Action Points <ol> <li>Track and measure so that you understand statistics on gender equality in your business or organisation.</li> <li>Tailor and target your recruitment marketing for women.</li> <li>Set up mentoring and ensure that the female leaders in your business or organisation are visible to others.</li> <li>Address and explore unconscious bias and preconceived ideas that may have developed at a senior level.</li> <li>Develop a strategy for what you want to achieve and get buy in to this at all levels.</li> <li>Ensure that all managers and senior staff have training in respect of equality and diversity.</li> <li>Look at the culture in your business and make changes where the culture does not reflect your strategy.</li> <li>Address complaints and issues quickly and take them seriously.</li> <li>Be proactive and build confidence of staff who have ambition or talent to be a future leader.</li> <li>Introduce a clear salary structure based on tangible measure.</li> </ol> We offer training on Equality and Diversity for staff and we can review your contracts, procedures and Handbooks for you so please do get in touch if we can be of any assistance. Useful Links <a href="https://adviceforemployers.co.uk/2018/11/19/gender-equality-in-the-workplace-still-an-issue/" rel="nofollow" target="_blank"> Article written by Alison Colley 'Gender Equality in the Workplace: Still and Issue?' November 2018</a> <a href="https://www.gov.uk/government/news/revealed-the-worst-explanations-for-not-appointing-women-to-ftse-company-boards?utm_source=b34a1cb1-8611-45ef-9b99-92182f6b7649&amp;utm_medium=email&amp;utm_campaign=govuk-notifications&amp;utm_content=immediate" rel="nofollow" target="_blank"> Worst explanations for not appointing women to Boards</a> Equality Act Section <a href="https://www.legislation.gov.uk/ukpga/2010/15/section/158" rel="nofollow" target="_blank">158</a> and <a href="https://www.legislation.gov.uk/ukpga/2010/15/section/159" rel="nofollow" target="_blank">159</a>

Gender equality in the workplace

The best podcast episodes on parenting. Interviewing experts and talking through common issues surrounding parenting. This topic is filled with important lessons and insights for anyone listening. Add episodes you're interested into your queue below!

OwlTail

Best Parenting Podcasts

What is this?
1 quote, 3 ideas & 1 question from a carefully curated podcast episode.
Every Monday & Wednesday.

Want a 3rd insight and episode every week? Email me at curation@owltail.com.