It is looking highly likely that the furlough scheme will finally end on 30 September as planned. Also, as implemented recently, from 1 July employers are required to pay 10% of furloughed employees’ salaries, rising to 20% from 1 August. In this week’s article we look at how to manage the end of furlough, alongContinue reading “Employers now need to pay 10% of furloughed employees’ salaries; planning for the end of furlough; plus the government decision to require care home staff to be fully vaccinated to keep their jobs”
Author Archives: Peter - 186hr
I really don’t get tattoos…… then my son goes and does this!!!
Only a short article this week due to Angela and I celebrating our 25th wedding anniversary with our amazing family and friends. Although, like most people, I have had some difficult times in the last two years I am blessed to have the most wonderful family. My long-suffering wife is lovely, I have a daughterContinue reading “I really don’t get tattoos…… then my son goes and does this!!!”
An employee dismissed for going to the pub while off sick wins his unfair dismissal claim – have we gone too soft?
I was brought up in a way that you didn’t take time off school or work unless you’d lost a limb, or had rabies. Even then you were forced to spend the day in bed with no television or anything else that may make a day off more attractive than being in school. Although manyContinue reading “An employee dismissed for going to the pub while off sick wins his unfair dismissal claim – have we gone too soft?”
£13,000 compensation award for using ‘English’ in an insult, plus some other thoughts on discrimination.
There have been some really interesting Tribunal outcomes recently, not least the discrimination case Sidhu v Exertis where Mr Sidhu won his claim and is now demanding over £6 million in damages from Exertis. Medical evidence suggests that the psychological damage of the discriminatory treatment by his former employer has led to him being unlikelyContinue reading “£13,000 compensation award for using ‘English’ in an insult, plus some other thoughts on discrimination.”
Redundancy appeals, time off to seek alternative work, and outplacement support for employees who are being made redundant.
This week we complete our series of articles covering the redundancy process. You may remember that our blog two weeks ago covered the decision making process once the consultation period has closed, and then giving notice of redundancy to those who will be leaving the organisation. We also included a guide to appointing individuals intoContinue reading “Redundancy appeals, time off to seek alternative work, and outplacement support for employees who are being made redundant.”
What springtime means to me
The springtime floral show begins with white and pink camelia,Closely followed by the glorious colours of vibrant uplifting azalia,Complimented by daffs everywhere, tulips, primrose, magnolia,Then towards the summer pink blooms appear on our stunning variegated weigelia. Fresh crisp air from open windows, I’m dreamily wakeful at dawn,Birds go about their hectic day in nests, inContinue reading “What springtime means to me”
How to inform employees of a redundancy decision
So far in our series of articles explaining the redundancy process in detail we have covered reviewing the business then putting a redundancy plan together, announcing the plan to all employees ‘affected’ by the proposal, some important considerations such as the selection process for who should be made redundant from those at risk, and thenContinue reading “How to inform employees of a redundancy decision”
How to carry out Collective Consultation for Redundancies
Continuing our series of articles on the redundancy process and, as explained last week where we discussed individual consultation, this week we cover collective consultation when making redundancies. Carrying out collective consultation is a legal requirement when an organisation proposes to make twenty or more redundancies at one establishment within any 90-day period. You willContinue reading “How to carry out Collective Consultation for Redundancies”
How to consult individually when making less than twenty employees redundant
In this week’s article we continue our explanation of each stage of the redundancy process. So far we have covered reviewing the business then putting a redundancy plan together, announcing the plan to all employees ‘affected’ by the proposal and some other important relevant points to consider such as the selection process for who shouldContinue reading “How to consult individually when making less than twenty employees redundant”
Who and how to inform employees of a plan to make redundancies
In last week’s article we covered reviewing the business to see if redundancies are needed post Covid lockdown and if yes, how to plan it. Following on from that article, this week we look at the announcement(s) that may be needed to kickstart the process with employees. Surprisingly there are no legal guidelines regarding makingContinue reading “Who and how to inform employees of a plan to make redundancies”