Employment law is constantly changing and over the last couple of years there is has been a lot of planned changes rolled out by the UK Government, with the biggest change in Family Friendly Employment Law we have seen for a long time with the introduction of Shared Parental Leave. The impact of this change has been nowhere near as significant as first expected and anticipated as employers have had the opportunity to gain an understanding prior to the planned changes coming into force.
Many a time in my career, I have advised clients/managers of the need to ‘follow it up in writing’. The most obvious instances being an offer of employment or a disciplinary outcome letter especially when an employee has been dismissed. Sometimes you may think a follow up letter is a bit ‘over the top’, and feel all will be well. So, what happens when all is not well? Where do you go and what do you do if it all went wrong?
For those of you who don't know, zero hours contracts are a great way to engage a flexible work force, as there is no guarantee of hours.
The zero hours contract is widely used within, for example, the hospitality and retail sectors, but may be ideal in any business, particularly
where a business incurs seasonal trends. This gives companies more scope to manage their labour effectively and efficiently especially in very quiet times,
i.e. January and very business times i.e. December.
Historically, some companies have used these excessively which has brought into question the fairness of the zero hours contract. This resulted in the then Coalition Government launching a consultation into the use of zero hours contracts in December 2013. There was an overwhelming response, with the main area of concern being the use of the exclusivity clause, which stopped individuals on zero hours contracts from working anywhere else, even when there was no work available.
What a year! If you're feeling, like me, that the year has flown by, and when I opened an email the other day which
said only 43 sleeps till Christmas, I was shocked. Albeit at the time you are reading this, there will be a lot less
sleeps till Christmas!
So what exciting things have happened this year in employment law? You could say the biggest change, with probably very little impact, was the long awaited and heavily anticipated introduction of Shared Parental Leave, which to be fair has probably touched very few employers so far.
Employment Law can be a challenging minefield at the best of times without the challenges of those cold, dark winter months, which no doubt affects the health and wellbeing of employees. Those autumn coughs and colds are slowly beginning to appear which without doubt will affect staff attendance, without employees who have on-going conditions which, unfortunately, seasonal changes can make worse.
Yes it is coming up to that time of year, no not the Christmas bonus or Christmas party debacle, the 1st October sees the increases coming
into force for the National Minimum Wage (NMW). The NMW is currently recommended to the Government by the Low Pay Commission.
Unfortunately this will raise the usual concerns for example can the business afford it, what do I do with the other employees where
the increase may deplete there hourly rate.
Unfortunately for small businesses there may be other impacts which you wish to consider that may or may not affect the business. Prior to moving onto these we will look at the changes in the NMW, as there are continued promising signs of the economy recovering all age groups have seen a pay increase again this year
Within the minefield that is Employment Law there are always changes to be mindful of, with this year being no different. For example Zero hours contract clause changes, introduction of Shared Parental leave and no doubt the holiday entitlement dilemma will continue. In addition the latest area to be in the press and become top of the debate is equal pay. So how do businesses stay on top of this area, especially those who do not have the luxury of a HR function within the business or the HR function is so small they are busy undertaking the day to day transactional HR and not necessarily looking at the bigger picture.
Following the changes introduced to the Right to Request Flexible Working on the 30th June 2014, has there been a massive influx of requests to employers to consider? Let's remind ourselves of what these changes were. The main change was that employees no longer had to have the responsibility of children to meet the criteria to make a request. However, the qualifying service of 26 weeks remained in force.
How do you view Employment Law in your business? Does it stop you doing what you want? Does it make your life more difficult? Do you avoid addressing things to stop conflict or work place disputes? In this article I would like to consider thoughts and perceived views on employment law and how this is applied in the workplace, as employing staff is essential in the majority of cases for continued business growth. Over recent years there have been a number of Employment reforms and as a result new employment legislation and systems have been introduced with the main examples being Employment Tribunal reforms, which includes the extension in qualifying service (from 1 year to 2 years) for claiming unfair dismissal, reduction of award and introduction of tribunal fees. In addition you have the biggest reform in Family Friendly Rights which come in effect on 6th April 2015.
For many businesses there are a number of pressures, whereby you may not be big enough to have a HR Manager or HR Team to deal with performance issues. Dealing with poor performance can be lengthy and time consuming; not dealing with poor performance can have a very negative impact on the workforce itself, business quality and continued growth. This article looks at performance in the workplace with a focus on 'Driving Great Performance'
Employment Law is constantly changing, with this year being no exception. Following on from our Edition 10 article "The Year Ahead", there is the biggest change we have seen for a number of years coming in to family friendly regulations. Yes it has been talked about and debated on for a number of years, and the introduction of Shared Parental Leave is finally here and is coming into effect for births or adoptions which take place after the 5th April 2015. In addition to a number of other changes coming in to affect within family friendly regulations, which as an employer you will want to be aware of.
For many businesses the financial year is coming to an end, and you may be looking at the year ahead and considering growing your workforce or employing your first member of staff. Obviously, depending on the nature of your business, people can be a fundamental part of your business and the key to that success is recruiting the right people, but also setting out your expectations and expected behaviours of them going forward.
As you are aware, Employment Law is constantly changing. Each year there are a number of changes being implemented. These may be as a result of Government Consultations, Employment Tribunal decisions which have been taken all the way to the European Court of Justice or European Directives. Without a shadow of a doubt, there are always changes and 2015 is certainly no different. The below may be light in number, but there are significant changes in Family Friendly rights, which are probably the biggest we have seen in a number of years.
You may now be thinking what does snow have to do with Employment Law'? Well you will be pleased to know that there is no new in-coming legislation on snow! In this article Joan Finch of J Finch Associates focuses on the implications on your business if you employ staff and snow comes:
We are fast approaching that time of year again - the season of Christmas Parties. This is the month most employees and some employers are excited for a number of different reasons for example high sales, lots of energy, bonus's, festive joy, Christmas holiday and oh yes the Christmas Staff party!
Employment Law is constantly changing, and this month is certainly no different. Following on from my previous article on Annual Leave Entitlement you were informed there were some pending decisions to be made around how holiday pay is calculated.
Following on from the Article Employment Law the Year Ahead (April 2014 edition 6), you will be well prepared for the National Minimum Wage (NMW) increase coming in to force as of 1st October 2014, but have you considered the Living Wage? In this article we are visiting NMW, but also looking at the Living Wage.
Employment Law is constantly changing and evolving, especially with companies looking at more efficient ways of working. So in this article J Finch & Associates focuses on Annual Leave Entitlement:
Within Employment Law, as you are aware, there is rather a lot of legislation, regulations, codes (via ACAS), that businesses need to comply with. Over the last twelve months, the months, the Zero Hours contract has been in the press a number of times as it may seem some companies may have taken advantage of this type of contract.
Employment Law is constantly changing, with this year being no exception on 30th June 2014 the changes on the Right to Request Flexible Working come into effect. J Finch & Associates explains how impactful this change could be on your business:
Employment law is constantly changing and evolving, this article revisits some of the key principles of the contract of employment in light of recent government consultation on zero hours contracts:
As a business owner you Will want to ensure that you start off on the right foot when you recruit your first employee continue With good practice as you grow your team to support the continuing growth of your business. To assist you with your recruitment strategy, below are some key steps you will want to take into consideration when recruiting for the first time or even when recruiting on an ongoing basis.
Employment law is constantly changing, with this year being no exception, changes usually come into effect in the months of April and October. Check out J Finch & Associates summary of the main changes for 2014 to find out what's just come into effect and what's around the corner:
Following a number of Employment Law changes and updates over recent months we wanted to revisit some basic practises within Employment Law, with this in mind this month's article focuses on the "Disciplinary Investigation":
Following on from our previous article which covered the Introduction of Employment Tribunal Fees, a number of other Employment Law changes came into force. This article will cover other changes introduced at the end of July 2013:
Because Employment Law is constantly changing it is essential to review your company policies on a regular basis in order to keep up to date with current legislation. This article covers the Introduction of Employment Tribunal Fees which came into force on 29th July 2013:
Because Employment Law is constantly changing it is essential to review your company policies on a regular basis in order to keep up to date with current legislation. This is the first of a number of articles by Joan Finch of J Finch & Associates Ltd relating to employment law, the impact and the risks: