Flexible working requests have hit a new time high following the success stories of working from home in the height of the pandemic.
As we approach the first anniversary of ‘getting Brexit done’, it is vital that employers understand their responsibilities under Right To Work legislation.
A temporary amendment has been made to statutory sick pay regulations which sees employee’s being able to self-certify for 28 days opposed to 7 days.
The standard three-day waiting time for Statutory Sick Pay (SSP) will be reinstated for coronavirus (COVID-19)-related claims from 25 March 2022, unless the government intervenes.
National Work life week looks to encourage organisations to create a workplace that promotes employee wellbeing through their work life balance
Businesses may find themselves in the position where there is no option but to make redundancies after the Government’s furlough scheme came to an end.
As many businesses seek to recruit new staff as we emerge from lockdown, two online HR masterclasses taking place this month are designed to help employers get the basics of contracts and the staff handbook right – especially smaller businesses which may not have a dedicated HR function.
Is it automatically unfair to dismiss an employee for refusing to attend work due to concerns surrounding Covid-19?
A tribunal has recently concluded upon a case in which an employee was dismissed for his refusal to attend the workplace until ‘lockdown had eased’. The claimant had a 7 month old baby and a child with sickle cell disease so deemed removing himself from the workplace an appropriate measure to protect himself and his family from Covid-19.