You will have seen various reports about the government’s Employment Rights Bill, which is due to make things significantly more complicated, time consuming and costly for employers who wish to part company with problem employees later this year. Fortunately, some of the initial proposals in the Bill have been watered down a little as theContinue reading “Do you have a difficult employee who started in the last year? Act WELL BEFORE October”
Category Archives: Small Business
What if a former employee becomes a threat?
The good news is that employers have a right to expect former employees to behave reasonably, and they generally do even if they leave under a cloud. The bad news is that if they don’t it can be a long, complicated and expensive process to tackle their unreasonable behaviour. You would think that if aContinue reading “What if a former employee becomes a threat?”
A legal right to ignore emails outside work, zero hours contracts ban, 6-month protection from dismissal for maternity returners. Labour’s early Christmas present to employment lawyers!
This is the last of three posts regarding the government’s plan to increase employee rights with changes they describe as “the biggest reforms to workers’ rights in a generation”, a flagship Labour policy and one of the few we were aware of prior to the election. In addition to the previously mentioned changes to flexibleContinue reading “A legal right to ignore emails outside work, zero hours contracts ban, 6-month protection from dismissal for maternity returners. Labour’s early Christmas present to employment lawyers!”
Unfair dismissal rights from day one, increased union powers, and banning ‘fire and rehire’. The government is not hanging around on employment law!
Earlier this week we described how the government is set to announce their bill on increased employee rights later this month, with changes they describe as “the biggest reforms to workers’ rights in a generation”. This is a flagship Labour policy that is being spearheaded by the deputy Prime Minister Angela Rayner. In addition toContinue reading “Unfair dismissal rights from day one, increased union powers, and banning ‘fire and rehire’. The government is not hanging around on employment law!”
CIPD survey predicts private sector pay will increase by only 3 percent over the next 12 months.
The Chartered Institute of Personnel and Development (CIPD) has published its latest Labour Market Outlook report (this link takes you to their report), with some interesting results. Their quarterly survey of over two thousand employers found that the median expected pay increase across all sectors was also three percent, down from four percent last quarter.Continue reading “CIPD survey predicts private sector pay will increase by only 3 percent over the next 12 months.”
Only 4 percent of the UK population is Muslim. Why do people think it is fifteen percent?
These are the most recent figures from a YouGov study. It also found that, whereas the Asian population of the UK is seven percent, we perceive it to be fifteen. This overestimation of the size of Muslim and Asian communities in the UK has been a feature throughout my HR career, and I can onlyContinue reading “Only 4 percent of the UK population is Muslim. Why do people think it is fifteen percent?”
Tempted to call a young employee a ‘stroppy little teenager’? It may cost you thousands if you discriminate against younger employees.
We normally associate age discrimination with older people, but it is just as important to ensure you avoid treating younger workers less favourably. A supermarket was taken to Tribunal when a manager became frustrated with a young employee’s attitude at work and called her a ‘stroppy little teenager’. They ended up paying her significant compensationContinue reading “Tempted to call a young employee a ‘stroppy little teenager’? It may cost you thousands if you discriminate against younger employees.”
Why SMEs need a disciplinary policy – including managing conduct and poor performance issues separately
In this week’s article we look at the disciplinary policy, the legal requirement to have one / the consequences of not having one, and how to access the CIPD’s model policy document so you can be sure to comply with the legal requirements in this area. We then cover why it is important to haveContinue reading “Why SMEs need a disciplinary policy – including managing conduct and poor performance issues separately”
How does a small company generate internet sales when Google is dominated by the big players?
This week’s blog is a little shorter than usual as a lot of my time over the weekend was spent putting together Questions and Answers on redundancy to publish on my blog as I mentioned last week. Thankyou to those of you who raised redundancy questions. I have replied to all of these personally, andContinue reading “How does a small company generate internet sales when Google is dominated by the big players?”