Category: Policies and procedures

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

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

Employment contracts

What to do if you are worried that you are not being a legally compliant employer

A business contacted us recently to say “I attended an Employment Law seminar online the other day, and I’m now worried that we are not a compliant employer! What can I do to make sure we are doing what we should be?” First thing is not to panic! Many of these online seminars are in essence a sales opportunity and will play on “fear tactics.” I’m not denying that there are a lot of responsibilities if you are an employer, but you have to get these into perspective! The best…

10th October 2022

Culture and change

Do we need an Equality, Diversity and Inclusion policy as this is all I seem to hear about these days?

In short, yes, its probably a very good idea to have one, although its not a legal requirement to have one. We all know how hard it is to find good people at the moment, and being able to demonstrate that you have an EDI policy, could be one thing that your future employees are looking for, the fact that you are looking to have a diverse workforce will be appealing to many prospective employees. It’s important that your actions and internal processes also match what your EDI policy says…

10th October 2022

Employment law

I’ve heard that there are some changes to the right to work checks that came into force on the 1st October – what does that mean we need to do?

A recent survey conducted by Xydus, found that almost half (48 per cent) of businesses are unprepared for the upcoming changes to right to work checks, so here’s how you can get ready for the changes coming into force on the 1st October. The survey also found that more than three-quarters (78 per cent) did not know they could face imprisonment if non-compliant with the new checks – so be warned! The changes, which will be implemented on 1 October, mean that, if you are continuing to carrying out digital…

10th October 2022

Policies and procedures

With the cost-of-living crisis – should we be giving people a salary increase?

Many clients have contacted us with this question in the last month, and there really is no right or wrong answer to this question, it really depends on whether your business can afford to or not! If you have the cashflow to do so, you may want to consider a “one off” payment as a lump sum, or an uplift in salary for an agreed period of time. What’s important is that this is clearly communicated as a one off, or gesture of goodwill, so that it is not considered…

10th October 2022

Employment contracts

How to manage the extra bank holidays given for Queen Elizabeth II’s state funeral and the coronation

Following the announcement of an additional UK bank holiday for Queen Elizabeth II’s state funeral on Monday 19 September, many of our clients contacted us about what to do, and with another Bank Holiday potentially on the horizon for the Coronation, here’s some of the things to consider in your business. It’s likely that the Coronation of King Charles will also create an additional Bank holiday, so we thought we would set out what to do if we have another Bank Holiday either this year or next year, when the…

10th October 2022

Category: Policies and procedures

Must employers provide equipment for employees who work from home?

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

What to do if you are worried that you are not being a legally compliant employer

Do we need an Equality, Diversity and Inclusion policy as this is all I seem to hear about these days?

I’ve heard that there are some changes to the right to work checks that came into force on the 1st October – what does that mean we need to do?

With the cost-of-living crisis – should we be giving people a salary increase?

How to manage the extra bank holidays given for Queen Elizabeth II’s state funeral and the coronation

Filter by

Services

Resources

About

Connect

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

Your people | our passion | your success

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

Book a call with us here

01865 648548 / 01539 482709

hello@merakihr.com

Category: Policies and procedures

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