Following consultation carried out by the Department for Business, Energy and Industrial Strategy, the Government has recently published plans to extend redundancy protection to pregnant women and employees returning from maternity and adoption leave.Read more
No, the Employment Appeal Tribunal (EAT) have recently ruled that it is not discriminatory on the grounds of sex, for employers to refuse fathers enhanced shared parental leave (SPL) pay and allow women to be entitled to enhanced maternity pay.Read more
Settlement agreements are legally binding contracts that are used to end an employment relationship between the employer and employee. They came into effect on 29 July 2013 and they are used to stop individuals bringing a claim to a court or an employment tribunal. The agreement must be in writing a…Read more
One of the most common reasons for employees leaving their jobs is due to poor management from their employers. The working relationship between an employee and an employer plays a big part in an employee’s performance and disputes between both can have a significant impact on the business.Read more
Employers are entitled to protect their business needs and proprietary interests. Many employers will include post-termination restrictions in their employment contracts which attempt to prevent employees from entering direct competition with the employer, poaching clients and enticing employees. Su…Read more
The Government Equalities Office booklet “Dress codes and sex discrimination –what you need to know” May 2018, provides guidance on dress codes. It confirms dress codes can be legitimately enforced by employers, but any less favourable treatment because of sex could amount to direct sex discriminat…Read more
A full-time employee is entitled to a minimum of 28 days statutory holidays (that includes any bank holidays that may arise within the holiday year). The first 20 days of the holiday entitlement comes from EU provisions and the remaining 8 days arises from UK statutory provisions.Read more
There has been a sharp increase in the number of employment tribunal claims submitted over the past few years. After employment tribunal fees were abolished in July 2017 the financial year of 2017/2018 saw 27,916 claims and the year of 2018/2019 received 35,429.Read more
Statutory sick pay is a universal payment all employers must pay should their employees be signed off from work due to sickness. Some companies offer contractual sick pay – i.e. full pay for a period however more companies rely on government SSP guidelines.Read more
Employers have a duty of care under the Health and Safety at Work etc Act 1974 to provide, as far as is reasonably practicable, a safe place of work and safe systems of work for their staff. If an employer knowingly allows a member of staff under the influence of alcohol or drugs into the workplace…Read more
The talk of a 4 day working week has been on the UK agenda for many years. With work life balance being top of the agenda as well as good mental health, the possibility maybe sooner than you think. Studies have shown that there are many advantages in reducing the working week.Read more
Summertime is here (for now), although pleasant to have a break from the rain and cold we know and love in the UK, it’s important to remember the heat can be dangerous; particularly for vulnerable people such as children, the elderly and those with medical conditions affected by it.Read more
The government have committed to a wide range of policy and legislative changes that are outlined in the Good Work Plan which was issued in December 2018. The good work plan is the Prime Minister’s way of showing that the UK will continue to protect worker’s rights when the UK leaves the European U…Read more
Other than in Northern Ireland, there is no statutory right for an appeal to a dismissal, however the ACAS Code of Practice on disciplinary and grievances procedures suggests an appeal should be provided against a decision made by the employer. Normally this would be reflected in a well drafted dis…Read more
As is often the case employers must deal with incidences where the conduct of their staff might involve a criminal investigation as well as their own internal investigations. Some examples of that are theft, assault, or some other serious conduct that warrants a police investigation.Read more
Due to the expansion of social media and technology, employee’s work and private lives are increasingly becoming blurred. Sometimes, it is not clear whether employee’s work and personal lives are separate. This raises issues for employers when acting on managing misconduct outside of work.Read more
The Equality Act 2010 protects your employees from discrimination in the workplace. The act covers 8 protected characteristics; Age, Disability, Gender Reassignment, Marriage and Civil Partnership, Race, Religion or Belief, Sex and Sexual Orientation.Read more
Since the introduction of the new European law a year ago - General Data Protection Regulation (GDPR), employers now broach the topic of data differently. Though the concept still remains very similar to the old Data Protection Act, GDPR guidelines has broken down individual rights succulently. In…Read more
With over 20 years experience in HR, Hema draws her expert specialist knowledge from a broad range of industries, including employment advisory and consultancy services, retail, manufacturing and leisure. Being MCIPD qualified enables her to quickly understand how organisations operate, how to interact with their business leaders and to deliver effective commercial and practical solutions.
Health, Safety & Training Business Partner
Andy is NEBOSH trained and a technical member of the Institution of Occupational Safety & Health (IOSH). Andy is often found studying the latest updates to legislation to keep his knowledge up to date and provide the best advice. With a passion for health and safety and experience in a range of environments from large corporates to small business, Andy is well placed to support you in all your health and safety needs.
HR and Training Business Partner
Jill has over 14 years’ experience in HR & Training. Having started a career as a police officer; she changed careers to HR & Training dealing with Equality & Diversity in the workplace. Jill is passionate about Diversity, Inclusion and HR and has supported companies in managing their HR and training needs. She has a wealth of expertise across HR, dealing with challenging casework, company restructure projects, mediation, training, organisational development systems; equality and diversity.
HR Business Partner
Arti has a strong background in HR and is a fully qualified CIPD member. She has worked with challenging casework and has a good understanding of how to deal with workplace matters as they arise.
Advice Line Team Leader
Jatinder is qualified non-practising Solicitor, he has over 22 years advisory experience in Employment law, HR matters and Employment Tribunal litigation. He manages the legal and HR advice line team ensuring the delivery of advice is effective verbally and in correspondence. He has experience in training and coaching work colleagues in all aspects of legal and employment matters. With his sound understanding of issues arising with in the workplace environment, Jatinder aims to deliver clear and concise client focussed advice.
HR Employment Relations Advisor
Anoop is an experienced HR Advisor and is part of the Telephone Advice Line Team. Anoop has worked in both the public and private sector, providing Employment Law advice ranging from grievances, disciplinaries, performance management, attendance management and mediation. Anoop is a trained mediator and provides down to earth, pragmatic, commercial advice. Outside of work, Anoop actively participates as a CIPD Board Member of East Midlands.