Understanding Holiday Entitlement for Employers
Holiday entitlement refers to the legal right of employees to take paid time off work for rest and recreation. In the UK, the Working Time Regulations 1998 govern holiday entitlement, setting the minimum standards for workers’ paid leave. Under the regulations, most workers are entitled to 5.6 weeks’ paid holiday a year as a statutory […]
Understanding Statutory Sick Pay for Employers
Statutory Sick Pay (SSP) in the UK is designed to support employees while they are absent from work due to illness. As prescribed by law, SSP ensures that eligible employees receive a basic level of income while they recover. Employers are required to pay SSP to eligible employees for up to 28 weeks. As of […]
Understanding Holiday Entitlement for Irregular Hours
In the UK, holiday entitlement is a fundamental employment right that ensures workers can take paid time off to rest and recharge. Under the Working Time Regulations 1998, employees are entitled to a minimum of 5.6 weeks (or 28 days) of paid annual leave. However, the rules on holiday entitlement can become complex for employees […]
Understanding Suspension from Work: A Guide for Employers
Suspension from work refers to the temporary removal of an employee from their duties, usually pending an investigation or disciplinary action. Suspensions are typically used when serious concerns are alleged or suspected regarding an employee’s conduct, performance or behaviour, that warrant immediate attention. Importantly, suspension from work is not a form of disciplinary action in […]
Overtime Holiday Pay Explained for Employers
If you plan to come to the US to get married and stay here with your US spouse, in most cases, you will have to apply for a visa that allows you to do this. The K1 visa, also known as the fiancé(e) visa, is a nonimmigrant classification that allows the fiancé(e) of a US citizen to enter […]
Updated Gender Reassignment Discrimination Guidance 2024
Acas has released updated guidance for employers on gender reassignment discrimination. As a UK employer, you are responsible for preventing gender reassignment discrimination in the workplace and promoting an inclusive, supportive culture. The new guidance replaces the previous 2017 version and provides employers with practical examples of discrimination, harassment and victimisation related to gender reassignment […]