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Overview: subject to Brexit negotiations When the UK leaves the EU, free movement will be allowed to continue under a blanket period, running from exit date for approximately two years. This transitional period will go ahead regardless of whether or not the UK leaves with a deal, but the precise
Employers may be required to record hours worked each day for each worker: Federación de Servicios de Comisiones Obreras (CCOO) v Deutsche Bank SAE This is a landmark case which found that employers must measure the actual number of hours worked each day by each worker (for the avoidance of
Sometimes a flippant remark or blunder can have far-reaching consequences as well as cause embarrassment and offence. There has been widespread media speculation over the recent case of Danny Baker, a BBC broadcaster, who was fired for a ‘chimp’ tweet about the Duke and Duchess of Sussex’s new baby. He
UK employers have a responsibility to prevent illegal working, and in order to do so, they should conduct right to work checks before employing someone. Preventing illegal working helps to deter tax evasion, malpractices with the National Minimum Wage and exploitative working conditions, including modern slavery. Guidance from the Home
Gender Pay Gap The Royal Statistical Society has made 10 gender pay gap recommendations to improve the current reporting system, which it considers to be flawed in a number of ways. For example, many of the first round of reports contained figures that were self-evidently wrong, such as one employer
Employers and employees alike may find the menopause a difficult topic to discuss as it is, of course, a sensitive and personal matter. Menopause and women in work The menopause is part of the natural ageing process for women, usually in their late 40s or 50s, and it can have
According to Acas, age discrimination is one of the most common forms of unfair treatment in the workplace. Treating someone unfairly at work because of their age is against the law, apart from in some very limited circumstances. The common areas where age discrimination is most likely to occur are:
HR Solutions are proud to be sponsors of the Small Business of the Year category, of the Northamptonshire Chamber Business Awards, for the second year in a row. CEO, Greg Guilford says, “HR Solutions are honoured to be in the company of Northamptonshire Chamber award finalists that represent the strength
What are your Brexit hopes and fears? Get essential and practical HR strategies to help safeguard your business against challenging times. Join us for an interactive workshop in London or Kettering where we will consider the impact of Brexit on small to medium-sized enterprises (SME’s) and provide guidance on how
HR Solutions and Wilson Browne Solicitors are pleased to announce their strategic business partnership that offers a complete solution for businesses, providing them with HR and legal expertise, transparent costs and great client service. HR Solutions offers additional HR support to Wilson Browne’s clients to support their employment law services.
Minutes taken at the Employment Tribunals (England and Wales) National User Group meeting which took place in September, have recently been published. These indicate a 165% increase in single claims compared to last year. This is in line with the Ministry of Justice’s figures which reported a 130% increase in
In this HR article we share a summary of some interesting statistics that were released in 2018. Most dads take 6 months shared parental leave at Aviva This news follows the government’s announcement to launch a campaign about shared parental leave after poor levels of take up across the country
Employment Appeal Tribunal Case: Evans v Xactly Corporation Ltd UKEATPA Category: Disability discrimination, harassment and victimisation In this employment appeal tribunal case the employee was disabled and was dismissed for poor performance. He claimed that both the process that led to dismissal and the dismissal itself, amounted to direct discrimination
HR Solutions, has appointed a new Customer Services Executive. The appointment of Yana Arif (pictured first on the left) follows HR Solutions’ recent run of award nominations for customer service excellence. The company was a finalist at the Northamptonshire SME Awards last month in the category of Service Excellence after
HR Solutions recently presented a free webinar providing guidance on how to conduct the perfect disciplinary investigation. You can watch recordings of all of our minimising risk webinars, on demand, at our HR Webinars Archive. If during a disciplinary investigation meeting, the employee was unable to provide a satisfactory explanation
In 2017 International Petroleum Ltd (IPL) appealed the tribunal decision which found that their Chief Executive had been unfairly dismissed for making protected disclosures about the business’ operations and contracts which were awarded in West Africa. The Chief Executive had several disagreements with the company Chairman and one of the
From the 4th October 2018, Childcare Vouchers schemes are closed to new entrants. The impact on employees who are already scheme members is that existing members can continue with this salary sacrifice benefit, but cannot leave the scheme and re-enrol, and cannot enrol on a new scheme with a different
It has now been a full year since tribunal fees were abolished by the Supreme Court after it was found that they were a barrier to justice and were in fact, indirectly discriminatory towards women. Refund application scheme When the tribunal claim fees were abolished, a refund application scheme was
On 16th July 2018, in Royal Mencap Society v Tomlinson-Blake, the England and Wales Court of Appeal made the distinction between being ‘available to work’, (as per section 15 (1)/32 of the National Minimum Wage (NMW) Regulations), and ‘actually working’ (as per section 15 (1A)/32). It ruled that NMW was
To ensure the process is deemed legally ‘fair’, a disciplinary procedure must begin with an appropriate investigation. Disciplinary investigation reports Investigations at work are often considered to be the ‘easy bit’ as there is no formal outcome, only a report which recommends whether the matter should go to a disciplinary
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