P&O’s decision to dismiss 800 people through a three-minute pre-recorded message not only betrayed a lack of compassion but, at first glance, appears to ride roughshod over the protections afforded to UK employees at risk of redundancy. P&O seems to be pinning its hopes upon legislative exemptions that apply to mariners. But what happens to…
An employee finds a bag of cocaine in your canteen. You work in a safety-critical environment. The discovery triggers concern about more accidents, more absenteeism, poor performance and criminal offences. You want to test your employees. You’ve identified that the health and safety reasons outweigh the considerations of data protection, interfering with human rights and…
[ READ MORE ] from How to test employees for drugs and alcohol
Grief affects us all differently, so you need to tailor the support that you provide to bereaved employees. Acas has published guidance on time off and pay in Time off work for a bereavement It covers statutory rights including dependant’s leave, parental bereavement leave, maternity leave, adoption leave, shared parental leave and paternity leave. Where…
The legal requirement for people who test positive for coronavirus (Covid-19) to self-isolate was removed in England on 24th February 2022. Yet, as an employer, you must still comply with your legal obligations to protect the health and safety of your employees and others. The requirement to self-isolate after testing positive remains in place in…
Having carefully considered all the evidence in a case of misconduct, you’ve decided to dismiss the employee. Why should you never say to them that you have no alternative? Because you do: don’t dismiss. Investigation You may have many reasons to dismiss: an act of gross misconduct or repeated misconduct such as not following instructions…
[ READ MORE ] from Don’t say ‘we have no alternative but to dismiss you’
The Employment Rights (Increase of Limits) Order 2022 increases the limits applying to various tribunal awards and other amounts payable under employment legislation, They include: a week’s pay (basic award and redundancy payment) – £571 (from £544) maximum compensatory award – £93,878 (from £89,493) The new limits will apply to dismissals occurring on or after…
[ READ MORE ] from Employment tribunal award limits increase
It depends. There is no set period for which an employer cannot recruit after redundancies have been made. However, depending on the facts, recruiting for the same role as that of the ex-employee could compromise the fairness of the dismissal. Genuine redundancy The dismissal could be unfair if the role is the same as that…
[ READ MORE ] from Can you recruit after redundancy and, if so, when?
The legal requirement to self-isolate for those who test positive for Covid-19 and unvaccinated close contacts of positive cases is expected to end in England by 24th March 2022 or sooner. However, to protect residents and to minimise transmission to other staff, employers in the care home sector reportedly intend to continue to require workers…
[ READ MORE ] from Care sector employers planning to maintain Covid-19 restrictions
Speaking in the House of Commons, Boris Johnson said: ‘From now on, the Government is no longer asking people to work from home….People should now speak to their employers about arrangements for returning to the office and, having looked at the data carefully, the Cabinet concluded that once regulations lapse the Government will no longer…
[ READ MORE ] from Government ends working from home guidance
Usefully, the Chartered Institute of Personnel and Development (‘CIPD’) has published practical guidance on hybrid working. CIPD: Hybrid Working Practical Guidance (3 December 2021) The guidance suggests that you: define hybrid working in your business consider your strategic goals decide how to effectively recruit and manage hybrid workers ensure that your hybrid working policies and…
It is a criminal offence for an employer knowingly to employ an individual who does not have permission to work in the UK, or whom it has reasonable cause to believe does not have permission to work in the UK. By carrying out right to work checks, and follow-up checks where required, employers may have…
[ READ MORE ] from Permanent digital system for the right to work checks from April
Not in this case. In X v Y, the tribunal had to decide if an employee’s fear that she might catch Covid-19 and needed to take steps to protect herself and others, amounted to a protected belief under the Equality Act 2010. The law Section 10 of the Equality Act protects employees who suffer discrimination…
[ READ MORE ] from Is the fear of contracting Covid-19 a protected belief?
