April 2, 2020 10:44 am
Published by SKHR
On 20 March 2020 the Government announced that due to the difficulties organisations are facing in this global pandemic they would set up a fund to pay towards staff salaries for roles which would otherwise be laid off. In order to receive these funds employees need to agree to ‘Furlough leave’ which means they cannot work for their employer for a temporary period. Employers can claim up to 80% of salary for each furloughed employee up to a maximum of £2500 per month per employee. The employees need to have been on PAYE from 28 February 2020. Employers will need to put in place a temporary contract variation with staff. If you would like assistance with this or have any...
August 11, 2019 7:40 pm
Published by SKHR
With effect from 6 April 2019 employers are now required to provide workers with an itemised pay statement when they pay any salary or wages to workers. Where the employer fails to do this, either in total or because the statement does not comply with the legislation, the worker will have a right to make a reference to an employment tribunal.
August 1, 2019 4:29 pm
Published by SKHR
Paid Parental Bereavement leave is expected to be introduced in April 2020 allowing parents two weeks statutory bereavement leave. Entitlement to statutory paid leave under the Parental Bereavement (Pay and Leave) Act will be subject to service qualifications and proof of the employee’s relationship with the child. Currently parents are entitled to take unpaid leave to deal with emergencies involving dependants.
October 3, 2017 2:28 pm
Published by SKHR
The General Data Protection Regulations – GDPR – came into force on 25 May 2018. The key changes for Employers concern consent, subject access requests, and automated decision making. The GDPR requires employers to obtain a higher standard of consent from individuals to their personal data being processed. Subject access requests (where an employee requests information e.g. from their HR files) will need to be completed within one month, rather than the current 40 days. The regulation also introduces a new right for individuals not to be subject to decisions based solely on automated processing that may have a damaging impact on them, whether legally or otherwise, for example recruitment decisions. Such decisions should have human intervention. We recommend that clients: 1. Audit...
January 20, 2016 3:05 pm
Published by SKHR
Susie was interviewed by Robert Glazer of Ripe Financial Chartered Accountants. Robert asked her a number of questions regarding the work of Your HR Partner. They covered a range of topics from drafting Employment Contracts and Staff Handbooks to advice on Appraisals and Restructuring. To view the interview in full click on the link below:
May 26, 2015 5:29 pm
Published by SKHR
As of May 2015, employers using so called ‘zero hours’ employment contracts are no longer able to require such staff to work exclusively for them. Any provision in a ‘zero hours’ employment contract which prohibits the worker from working for another employer, or requires the employee to first get the employer’s consent is unenforceable. This gives zero hours employees the ability to supplement their incomes by undertaking work for other employers without being in breach of the terms of their employment contract.
April 13, 2015 3:47 pm
Published by SKHR
If an employee has completed one year’s service with an employer, they are now entitled to 18 weeks unpaid parental leave for each child born or adopted. The leave can start once the child is born or placed for adoption, or as soon as the employee has completed a year’s service, whichever is later. Employees can take it at any time up to the child’s 18th birthday. A request should be made to an employer giving 21 days notice of the start date of the parental leave, the employer may ask for this to be in writing. As long as the employee qualifies for parental leave and gives the employer the correct notice the employee should be able to take...
April 13, 2015 12:22 pm
Published by SKHR
Shared Parental Leave is for parents of children born after 5 April 2015. It is designed to give parents more flexibility in how to share the care of their child in the first year following birth or adoption. Parents will be able to share a ‘pot’ of leave, and can decide to be off work at the same time and/or take it in turns to have periods of leave to look after the child. To qualify, the mother or adopter must be entitled to some form of maternity or adoption entitlement, have given notice to curtail it and must share the main responsibility for caring for the child with the named partner. For a parent to be eligible to take...
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