When an employee leaves without giving notice or short notice it is incredibly frustrating for an employer. Unfortunately, it is not an uncommon situation, and we are often asked by employers what, if anything, can be done about it.
The question of what benefits an employee can continue to receive during maternity leave is one that can – quite rightly – cause some confusion. Below we revisit the law regarding the continuation of benefits during maternity leave and answer some frequently asked questions.
We know that sometimes even the best employers cannot help situations arising between members of staff. Training and team building exercises are a great way to help encourage staff to deal with issues to avoid situations like arguments occurring between employees but sometimes this is not enough.
Recently my colleagues and I, have received enquires where an employee has been dismissed for gross misconduct, where we did not consider the employee should have been dismissed for this reason.
Here is a round-up of some interesting developments in the world of HR and employment law in the past couple of months. A male employee on shared parental leave cannot claim sex discrimination because he is paid less than a woman on adoption leave …
Responses to a survey from 500 employees indicated that those returning from furlough feel more disconnected from work in comparison to non-furloughed employees and this includes a significant drop in personal confidence by those furloughed since the scheme was introduced in March 2020.
In a recent case decide by the Employment Tribunal it was decided that an employee had not been unfairly dismissed for leaving the workplace due to his safety concerns about covid.
The Supreme Court recently ruled in the case of Royal Mencap Society v Tomlinson Blake (“the Mencap case”) that “sleep-in” shifts do not count as work for the purposes of the National Minimum Wage Regulations 2015. This case spells the end of a long running dispute about pay rates…
The guidance states that those who are classed as clinically vulnerable, will no longer be required to shield from 1 April 2021, however, the guidance states that you should continue to follow the guidance, in place at that time, and ensure you maintain social distancing..
We have had a number of enquiries from employees regarding requests from their employers to take annual leave and have had some questions from employers looking for guidance on what to do with employees who have accrued large amounts of holiday.
