Disciplinary Hearing Guide for Employers
Under ACAS guidelines, before an employer can lawfully dismiss or sanction an employee for a disciplinary issue, the employer should first hold a disciplinary hearing with the employee. The meeting must be managed correctly to avoid allegations that the employer failed to handle the disciplinary process fairly. In this guide, we look at how employers […]
Affairs at Work: Employers’ Guide
While most relationships at work won’t cause problems, it’s best for employers to be prepared and have provisions in place to ensure any affairs at work or workplace relationships don’t have a negative impact on the organisation. It’s also important that employees understand the expectations on them if they are in a personal relationship with […]
Skilled Worker Change of Circumstances
One of the key requirements under the UK visa sponsorship rules is that the Home Office must be notified of certain changes of circumstances relating to skilled workers. If you are an employer of a sponsored migrant whose employment details have changed, or if you are working in the UK on a skilled worker visa […]
Indefinite Leave to Remain Expiry Rules
If you are an indefinite leave to remain (ILR) holder, or are applying for ILR, it is important to be aware of the indefinite leave to remain expiry rules and how ILR status can be lost or revoked. Indefinite Leave to Remain grants individuals the right to live and work in the UK without restrictions. […]
KIT Days: Employer Guide to Keeping In Touch Days
Employees on maternity leave have the right to take up to ten optional keeping in touch days without impacting their maternity entitlements. This guide for employers details the rules on keep in touch days, also known as KIT days. What are keeping in touch (KIT) days? Keeping in touch days allow employees on […]
Direct Discrimination at Work (HR Guide)
Direct discrimination refers to when someone is treated less favourably than others because of a protected characteristic, such as age, disability, gender reassignment, race, religion, sex or sexual orientation. Under the Equality Act 2010, direct discrimination is unlawful in employment, education and the provision of goods and services. Employers therefore have a duty to ensure […]
Unlawful Deduction of Wages
Employees are protected by law from unauthorised payments being taken from their pay. If an employee can show that an employer has unlawfully taken money out of their wages, they may be able to take legal action to recoup the money. However, if you as an employer believe you are owed money from an employee […]
Capability Dismissal: Employer Guidance
A capability dismissal refers to an employer terminating an employment contract on the basis of the employee’s underperformance or ill-health. Employers are permitted to lawfully dismiss employees due to poor performance, but in doing so they must follow a fair process. This means, among other requirements, that the employer has to have a reasonable belief […]
Workforce Planning: Strategies for Employers
Workforce planning is the process of analysing and forecasting an organisation’s current and future staffing needs to ensure the right people are in the right roles at the right time. It allows employers to identify skills gaps, anticipate future workforce demands and align staffing strategies with business objectives. Strategic workforce planning requires collaboration between HR, […]
Reasonable Adjustments: Employers’ Guide
Under the provisions of the Equality Act 2010, employers have to make reasonable adjustments at work to ensure individuals with a qualifying disability are not significantly disadvantaged when compared to other workers. In practice, there are many misconceptions about what reasonable adjustments are and when they must be provided, potentially exposing the employer to legal […]