As an employer you will have occasions when you will receive a fit note from an employee’s GP setting out that they are not fit for work for a period of time. But what happens if an employee wants to voluntarily return to work before the end of their fit note?
As recruitment and retention of staff becomes increasingly difficult for businesses, more and more employers are looking at alternative incentives and benefits that they can provide to recruit and retain staff.
One benefit that ticks lots of boxes for employers and employees is the provision of an Electric Vehicle via a Salary Sacrifice scheme.
From allegations of bullying and harassment to poor performance and everything in between, there are a myriad of disputes that occur. Some are easily resolved, and others drag on a lot longer, causing endless headaches and potential legal risks to the business.
In Stott v Ralli Ltd, the Employment Appeal Tribunal (EAT) recently considered whether an employment tribunal had made an error when it held that an employer’s decision to dismiss an employee on the basis of her poor performance was not an act of discrimination arising from the employee’s disability
On 27 October 2021, the Chancellor delivered his Autumn 2021 Budget. Here are the key points of note for employers
As a result of the pandemic, many businesses have chosen to adopt a hybrid working model, allowing their staff to split their time between the workplace and home. A new report published this month reveals the positives and negatives of hybrid working..
The Pandemic has caused significant uncertainty for some employees, who have either become concerned about their employment or who have enjoyed the flexibility and work life balance which working from home has achieved and are concerned about returning to the office.
Initially, the government considered whether employees should have the right to work flexibly and remove the ability for an employer to refuse a flexible working request. However, they realised that this would not work in practice…
You will no doubt have heard in the news of various proposals to change employee rights and make changes to the way current rights work.
As part of the Government’s bid to support the labour market and help businesses ‘build back better’ from the COVID-19 pandemic, another change that has been announced is the introduction of a right to unpaid carers leave for a period of up to one week.
The government has recently announced its intention to introduce legislation to ensure that workers get to keep tips that are left for them by customers. A voluntary code of practice was introduced in October 2009 with the aim of encouraging employers to deal with such payments fairly..
With the end of furlough approaching, many businesses are having to think (if they haven’t already) about their plans going forward. Redundancies are one of the options that employers are having to consider, and we have had a number of enquiries from businesses across the UK who are exploring this.
Those working in care homes will need to be double vaccinated otherwise employees face being dismissed unless they are exempt for medical reasons. The justification behind the proposals were that it protected care home residents from serious illness or death related to Covid-19 infections.
