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Here you have round the clock access to a source of information concerning
employment matters written in a style that avoids legalistic jargon without
losing essence.
The information is stored and accessible in logical groupings, which
are supported by regular updates and newsworthy additions.
The main employee rights are covered in 4 groupings:
Updates, Policies and procedures are found in HR In Practice and HR Updates
and many useful documents are included under Document Downloads for you to download and amend to suit your
own particular needs and circumstances.
If you have a question that cannot be answered by the information contained
within our site then please ‘Ask The Expert’ and we will guarantee
a response within 24hrs (Monday to Friday).
Latest HR updates:
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Probation :
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Probationary periods are not a legal requirement.
Some employers may regard the first 12 months as a probationary period as new employees do not gain unfair dismissal rights until after 12 months. However unless the role is especially difficult and requires such a lengthy period the normal length would be somewhere between 3 and 6 months.
Tracking probation is important from both perspectives. The employee knows how they are progressing and the employer is able to ensure that there is clarity about what is expected of the employee. It also helps to ensure that there is an "audit trail" that will support a defence should a dismissal result in an employment tribunal claim.
Dealing with issues at an early stage may prevent disciplinary action having to be taken later. read more here
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Dismissing an Employee :
What you need to know when dismissing an employee
The Employment Act 2008 repealed the statutory dispute resolution procedures on 6 April 2009. These set out minimum steps that an employer had to take in disciplinary matters.
There are transitional arrangements under the new act which mean that the statutory procedures still applies to some dismissals after 6 April 2009 where the process commenced before that date.
However for all other dismissals following 6th April 2009, employers must still follow a fair procedure and in cases of misconduct or poor performance they must follow the ACAS Code of Practice on Disciplinary and Grievance Procedures read more here
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Bribery Act - New :
Recent legislation creates a new offence of “failure to prevent bribery”.
This could cause company directors to land up in court if they have not put adequate procedures in place to prevent bribery in the workplace.
The new legislation received Royal Assent on April 8 2010 and sets out exactly what constitutes a bribe.
It includes penalties of up to ten years’ imprisonment and unlimited fines for those found guilty.
From now on, executives will have to effectively police their own business and hand the company into the authorities if they uncover any malpractice.
It is crucial that where allegations of bribery or corruption are made, these are promptly investigated and firm action is taken.
It is possible that in day to day life or in the working environment directors and employees have or will come across questionable practices; things that, given individual knowledge and experience, just do not seem to add up. This may not necessarily mean that corruption is present but it may be something that they wish to bring to the attention of their manager or the SFO. read more here
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Sick Notes :
GPs do not have to personally examine patients in order to issue a fit note - they can simply do so following a conversation or report from another doctor or healthcare professional. read more here
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Statutory Sick Pay (SSP) :
a. Introduction
Statutory sick pay (SSP) is paid by employers through the normal payroll for up to 28 weeks in any period of incapacity for work or linked periods. read more here
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