Listen to our employment & HR law podcast below, we’ve separated the podcasts by categories for your convenience.
In this episode of the podcast I bring you my list of practical considerations that employers should be working through when preparing to introduce Hybrid Working.
In this episode 174 of the podcast I am very pleased to be joined by Kate Davis, Leadership Coach and business mentor to talk about the very timely and topical subject of Hybrid Working. The practical steps employers need to take to make hybrid working really work long term.
This is the last episode in the mini series on managing capability and performance issues. In this episode I am bringing you some case examples decided by the Employment Tribunal where there was a capability dismissal.
In my experience employers and managers find it very difficult to know how best to approach capability and performance issues. It is not the same as a conduct issue which can be fairly straightforward to follow a disciplinary process. Capability procedures are more involved and can have a variety of issues that arise as a result.
In this episode 171 of the podcast I cover the formal capability / performance management process and what an employer needs to do if they have an employee who is failing to meet required performance levels.
In this episode 170 of the podcast I start a new series on dealing with capability and performance issues with staff. With what I am calling, the ‘covid effect’, there may be more issues arising with employees attitudes and performance at work, particularly as staff return from long term furlough.
I am covering the tricky question of what you can do if an employee refuses to return to the workplace because of covid concerns. Also with the guidance about shielding changing what you need to consider when asking a formerly shielding employee to return to work.
What do you need to consider when making changes to terms of employment? If an employee refuses to agree to the change, what are the options for the employer? Can they force the change? Does an employee have to accept a change to their terms?
Adult ADHD is a condition that is becoming more widely recognised & an employee with ADHD could fall under the Equality Act definition of a disabled person . As a result employers may have a duty to make reasonable adjustments for employees who may be struggling with work as a result.
When you can rely on Section 111A of the Employment Rights Act 1996 and/or the without prejudice rules to prevent settlement discussions being used against you as evidence.
I am joined by Ed Grey from BlueTouchPaper consulting to talk about the very timely and interesting subject of Domestic Violence & Abuse and the interrelationship with work.