Businesses are facing an increase in costs across all areas including, rising energy prices, wholesale increases, rental and business tax rises which means relying on increasing salary rates as a mean to attract and retain talent is an unsustainable business strategy.
With the cost of living rising exponentially, more and more people are having to take on second jobs or extra hours to make ends meet. Here we consider the contractual and employment law issues that employers need to be aware of when their employees have second jobs.
I recently had an enquiry from an employer who was concerned about the potential repercussions on the Company, if their new employee breached the terms of the Restrictive Covenants contained in their employment contract for their former employer.
What should you consider when employing someone with a long-term health condition? Employers will be aware that they cannot ask a potential employee if they have any medical conditions when conducting the recruitment process..
Discrimination during the Recruitment Process. As you will be aware, employees are able to pursue claims for discrimination, under the Equality Act 2010, if they consider they have been discriminated against due to a protected characteristic..
It was always anticipated that after Brexit there would be a shortage of people to work in many businesses in the UK, but with the pandemic, travel restrictions and increase in demand, the hospitality sector is really struggling with staffing.
It is contrary to the Equality Act 2010 for employers to ask job applicants questions about their health before offering them employment. The reasoning for this is to avoid disability discrimination (whether consciously or unconsciously) in the recruitment process.
Why should you consider diversity and fairness as an integral part of your business? Diversity in recruiting, such as employing more women and those from ethnic minority backgrounds, particularly at board level, and in management roles, has been proven to increase profits..
