gaphr A key step in a fair redundancy process is giving those employees selected for redundancy the correct notice. How much redundancy notice an employee must be given depends on various factors, including how long they have worked for you and whether their entitlement is contractual or statutory. Our expert HR Advisors specialise in supporting small … Read more
Statutory redundancy notice periods dictate how much notice an employee selected for redundancy must be given before their employment with you ends. Understanding statutory redundancy notice periods and ensuring you adhere to them is crucial in following a proper redundancy process and avoiding Employment Tribunal claims. At GAP HR, we are experts in HR and … Read more
The required redundancy consultation for less than 20 staff is less prescriptive than the one you must follow when more than 20 employees are affected, but it must still be fair. Employers are subject to strict legal duties when making redundancies, no matter how many employees are affected. If you fail to follow the correct … Read more
Employers may need to consider redundancies for a variety of reasons, including a downturn in business or relocation. A key aspect of any redundancy process is the consultation period. Adhering to your legal obligations in connection with consultation periods is essential in ensuring you treat staff fairly and avoiding unfair dismissal claims. The legal requirements … Read more
Making redundancies can be a difficult decision but it is a necessary step at times to ensure the ongoing success of your business. Specific laws and regulations protect the rights of employees at risk of redundancy and those made redundant to make sure they are treated fairly. While these laws and regulations protect all employees … Read more
PILON stands for ‘payment in lieu of notice’. PILON redundancy refers to situations in which an employee who has been made redundant stops working for you immediately, but you still pay them for their notice period. As an employer, if you do not adhere to your legal obligations relating to PILON by, for example, failing … Read more
When considering making redundancies, you must follow a fair and legally sound process. What will be deemed ‘fair’ depends on several factors, including how many employees’ roles are affected by your proposals. Whatever process you follow, consulting with the affected employees is crucial. The consultation process often involves several meetings with the relevant employees or … Read more
Making employees redundant is a hard but sometimes unavoidable part of running a business. Employment law imposes strict obligations on employers making redundancies, and its crucial to understand how to make someone redundant fairly and in line with your legal duties to avoid facing employment tribunal proceedings. At GAP HR, our team of HR and … Read more
The consultation period for redundancy is a crucial aspect of the redundancy process. As an employer, it is vital to understand your obligations in respect of consultation and adhere to them. If you don’t, the employees selected for redundancy may have cause to bring an unfair dismissal claim against you. At GAP HR, we specialise … Read more
The nature of the redundancy process relevant to any given situation depends on several factors, including how many employees are likely to be affected by your proposals. If you are considering making redundancies and are unsure of your legal obligations, taking advice from expert HR specialists like ours will ensure your processes are fair, justifiable, … Read more
As an employer, you must adhere to various laws and regulations aimed at ensuring you treat your staff fairly, including when you are planning to make redundancies. The rules that apply to the redundancy process for one employee differ from those that apply when you are planning to make 20 or more employees redundant. Here, … Read more
A redundancy consultation meeting is a key part of the redundancy process. If you do not properly consult your employees in a redundancy situation, any subsequent redundancies will likely be deemed unfair, and an affected employee may commence tribunal proceedings against you for unfair dismissal. At GAP HR, we specialise in providing HR and employment … Read more
When considering making redundancies, its crucial to understand the intricacies of redundancy pay. Employees often ask, ‘How much is redundancy pay UK?’ As an employer, having a clear understanding of your obligations regarding redundancy pay not only equips you to provide accurate information to your employees, but also ensures you avoid an employment tribunal. At GAP … Read more
When you make an employee redundant, you may need to pay them redundancy. Specific rules and regulations govern redundancy payments, and as an employer, it’s essential to understand those rules to avoid inadvertently falling foul of them and ending up before an employment tribunal. A question often asked by employees who have been made redundant … Read more
If your organisation needs to make redundancies, the affected employees may have the right to redundancy pay. The minimum redundancy pay depends on the employee’s age and how long they have worked for you. It’s essential to calculate an employee’s redundancy pay correctly and pay it on time. If you don’t, the employee may issue … Read more
As an employer, one of your most important responsibilities is establishing and adhering to a clear disciplinary procedure. Disciplinary procedures not only ensure that you address any issues relating to an employee’s capability or conduct fairly and consistently, but also significantly mitigate the risk of you facing an unfair dismissal claim. Here, our HR experts … Read more
Clear disciplinary procedures in the workplace are integral to the fair treatment of your staff. They provide a clear structure for dealing with issues arising from an employee’s performance or competence and ensure that all employees are treated consistently in similar circumstances. Employers must implement and adhere to clear disciplinary processes, and a failure to … Read more
Before taking any formal disciplinary action against an employee, it’s crucial to follow a fair disciplinary process. A disciplinary hearing is a key element of this process. You must conduct the disciplinary hearing properly and in line with the relevant legal requirements. This ensures your employee fully understands the nature of your concerns and is … Read more
Except in specific industries, an employer has no legal obligation to provide a reference to employees leaving their employment; the choice of whether or not to do so is yours to make. If you agree to give a reference, the information you provide must be fair and accurate. This often leads to businesses asking the … Read more
Dealing with employees’ misconduct and poor performance is a common challenge for employers. Issues such as persistent lateness, subordination, or ongoing failures to meet targets may cause you to consider taking disciplinary action against an employee. However, it’s crucial to remember that proceeding with disciplinary action without first following a fair process may leave you … Read more
Disciplinary issues are a thorny area for employers. Regardless of the situation and the strength of your position, failing to follow a fair and lawful process can result in you facing an unfair dismissal claim. The disciplinary hearing is a key aspect of the disciplinary process. Before you can impose any sanctions on the employee … Read more
Disciplinary meetings are a crucial part of any fair disciplinary process. The meeting is your employee’s opportunity to hear the case against them and your chance to get their side of the story. You must ensure that any disciplinary meeting you arrange is conducted properly and in line with the relevant guidelines. If you don’t, … Read more
Employers are subject to strict rules regarding both disciplinary processes and record keeping. Navigating the various laws, regulations, and guidelines can be incredibly complex and full of traps for the unwary. Here, our HR experts answer the regularly asked question, ‘How long should an employer keep disciplinary records?’, explain the relevant law, and give tips … Read more
Employer disciplinary procedures set out how the employer will deal with an employee’s misconduct or poor performance. Employers must put fair, transparent policies in place and follow those policies in all cases. If they don’t, they may face an unfair dismissal claim. Here, our HR specialists explain why it’s essential to follow fair procedures when … Read more
Employer disciplinary action is an integral part of running an organisation and managing staff. An employer has a legal duty to ensure that any disciplinary action is not only lawful, but fair. You must follow careful processes to avoid facing an unfair dismissal claim from an employee whose disciplinary action leads to dismissal. Here, our … Read more
Not ugly enough! Conventional wisdom says attractive people are more likely to be hired. But it’s a bit more complicated than that. Two Israeli researchers send out CVs with pictures – rated according to attractiveness – for 2,500 different jobs. They found that handsome men were marginally more likely to get an interview, but that … Read more
Doing employees a favour doesn’t always work I was approached by a company to help with a situation that was baffling them. They had employed someone who wasn’t really as experienced as they would have liked, but they liked him and created a job for him. However what they also did was pay him less … Read more
How much would you have to pay if you lost a discrimination case at tribunal – what is it capped at? Bad news – it is unlimited! Which is why all those female city bankers can claim millions of pounds in compensation. What irritates me more is when the NHS, who should know better, do … Read more
Right to time off for antenatal appointments Under the new shared parental leave it is proposed to allow the husband, civil partner or partner of the pregnant women the right to unpaid time off to attend up to 2 ante-natal appointments. Action: don’t laugh when a man asks for time to go to an antenatal … Read more
Don’t do this! Recruit someone you find attractive (apparently most of us do!) Accept their word that they can do something – test them Reject them giving one of the protected characteristics as a reason (unlimited £££ tribunal claim)
What, an invasion? Well, not that bad, but it is an area that employers need to protect themselves. From what? Identity fraud and unwittingly employing illegal workers. In Terminator they used dogs to sniff out the “intruders”, the robots. We need to use a much more banal way – seeing their photo ID! This might … Read more
Sometime this year, employers worst fears will be realised: EVERY employee will be able to request flexible working!
This is a change which was supposed to come into effect from April 2014, but somewhat strangely ACAS had not got the guidance finished on it in time, so the introduction of this new right has been delayed.
This case was frustrating because my client had really bent over backwards to help, and it had backfired badly. The employee had resigned, and then said that as she was intending to move up north, and things hadn’t been finalised, could she stay on till the end of term (this was in a preschool). My … Read more
Recruitment Recruit someone you find attractive (apparently most of us do!) Accept their word that they can do something – test them! Reject them giving one of the protected characteristics as a reason (unlimited £££ tribunal claim)
