Day: October 31, 2022

Policies and procedures

Could this approach solve your recruitment problems?

With the ‘Great Resignation’ raging on, employers are going to have to get more creative in looking for talent! One solution is looking at retired workers – although new ONS data shows they’re leaving the workforce faster than ever. So, what do you, as an employer, need to do to attract older people, with their wisdom and experience, out of early retirement or retirement and back into your employment? The UK is experiencing an early retirement boom, with a whopping three in five people aged over 50 choosing to leave…

31st October 2022

Culture and change

How to onboard your new employees to optimise Employee Retention

You know that sinking feeling you get in the pit of your stomach when one of your newer employees tells you they’re leaving? You thought everything was going well and now you’re asking yourself: What went wrong? Should I have seen this coming? Why is this happening (again)? It’s quite possible the die was cast in those early days, shortly after you uttered the words, “welcome to our company” on their first day and handed them a bunch of forms to fill out/documents to read or video’s to watch! How…

31st October 2022

Policies and procedures

Must employers provide equipment for employees who work from home?

While there is no specific duty on employers to provide equipment for employees working from home, they should ensure that employees have everything they need to be able to work safely and effectively. Where the employer requires employees to work from home, it should provide the equipment or agree to reimburse employees for the cost of suitable equipment. Where the employer allows, rather than requires, an employee to work from home for some of the time (for example under a discretionary hybrid working arrangement), it should agree with them who…

31st October 2022

Culture and change

Q. Can an employer use a trial period to test whether a proposed flexible working arrangement would work?

Yes, an employer and employee may decide that a trial period should be implemented in respect of proposed flexible working arrangements. A trial period allows both the employer and the employee an opportunity to review how the arrangements work in practice, and whether or not they are likely to create any practical difficulties for the employee’s department or for the business as a whole. The employer must notify the employee of its final decision within three months of an employee’s statutory request for flexible working, unless the employer and employee…

31st October 2022

Employment law

Q. How should an employer calculate a term-time worker’s paid holiday?

There is no specific legislation setting out how to calculate holiday pay for term-time workers. Employers must ensure that the paid holiday of term-time workers is not less favourable than that of full-time workers (as this would be unlawful under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551)). Employers must also ensure that term-time workers receive at least the statutory minimum entitlement of 5.6 weeks’ paid annual leave a year. The employer can designate periods during the school holidays to be the term-time worker’s annual leave…

31st October 2022

Employment law

Q. Where an employee has two jobs which employer is responsible for ensuring that their total weekly hours do not exceed the working time limits?

Employers are obliged, under reg.4 of the Working Time Regulations 1998 (SI 1998/1833), to take all reasonable steps to ensure that the 48-hour limit on weekly working hours is complied with. This means that, in this situation, both employers will be obliged to ensure that the employee’s total working hours in the two jobs combined do not exceed this limit unless the individual has chosen voluntarily to sign an opt-out agreement. If an employer knows or suspects that one of its employees has another job, it should make reasonable enquiries…

31st October 2022

Culture and change

Q. Is an employee who has exhausted their sick pay entitled to notice pay if dismissed on grounds of ill health?

Where an employee has exhausted their sick pay, whether they are entitled to payment during their notice period is a complicated question. It depends on the amount of contractual notice compared to statutory minimum notice. An employee who is going to be dismissed on the grounds of ill health is always entitled to receive notice, and the notice you have to give, will be the greater figure of the contractual notice period and the statutory minimum notice period. Section 88(1)(b) of the Employment Rights Act 1996 provides that the employee…

31st October 2022

Culture and change

How Stay Interviews could help you keep hold of your best employees

I want to talk about the importance of listening to your employees. In HR, we conduct exit interviews when people leave the business to find out the real reasons for people leaving, as this may help us to identify and resolve any key issues in the business. But, in my opinion, the exit interview is often too late! In the current economy, we know how tough it is to find good people, therefore you need to know that your employees are here to stay, so I would like to introduce…

31st October 2022

Day: October 31, 2022

Could this approach solve your recruitment problems?

How to onboard your new employees to optimise Employee Retention

Must employers provide equipment for employees who work from home?

Q. Can an employer use a trial period to test whether a proposed flexible working arrangement would work?

Q. How should an employer calculate a term-time worker’s paid holiday?

Q. Where an employee has two jobs which employer is responsible for ensuring that their total weekly hours do not exceed the working time limits?

Q. Is an employee who has exhausted their sick pay entitled to notice pay if dismissed on grounds of ill health?

How Stay Interviews could help you keep hold of your best employees

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Meraki HR South:
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London Street,
Swindon
SN1 5DG

Meraki HR North:
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South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY

Meraki HR South:
Unit 5 - The Workshed,
London Street,
Swindon
SN1 5DG

Meraki HR North:
Suite 4, Kendal Business Hub,
South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY

Your people | our passion | your success

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Day: October 31, 2022

Filter by

Services

Resources

About

Connect

Meraki HR South:Registered Address:Unit 5 - The Workshed, London Street, SwindonSN1 5DG

Meraki HR North:Office Location:Suite 4, Kendal Business Hub, South Lakeland House, Angel Yard, 21-23 Highgate, Kendal, LA9 4DY

Meraki HR South: Unit 5 - The Workshed, London Street, SwindonSN1 5DG

Meraki HR North: Suite 4, Kendal Business Hub, South Lakeland House, Angel Yard, 21-23 Highgate, Kendal, LA9 4DY

Your people | our passion | your success

© 2022 Meraki HR Solutions Ltd, Terms & Conditions | Privacy & Cookies | Sitemap

Meraki HR South:
Registered Address:
Unit 5 - The Workshed,
London Street,
Swindon
SN1 5DG

Meraki HR North:
Office Location:
Suite 4, Kendal Business Hub,
South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY

Meraki HR South:
Unit 5 - The Workshed,
London Street,
Swindon
SN1 5DG

Meraki HR North:
Suite 4, Kendal Business Hub,
South Lakeland House,
Angel Yard, 21-23 Highgate,
Kendal, LA9 4DY