In this episode 231 of the podcast I bring you an interview with Alice Derbyshire who is a specialist coach and speaker and who works with parents and employers on making the transition back to work as easy as possible.

In this episode of the podcast we cover:

• What the key issues are for HR and managers to consider.
• Tips on how to reintegrate new parents back to the workplace.
• Why communication is key to a successful return to work.
• Why both employee and employer have a role to play in making it a success.
• The importance of one to one and or performance reviews before someone leaves for maternity leave.
• Why you need to have a plan in place for breastfeeding employees.
• Health and safety reviews for pregnant employees and new mums.
• The importance of putting in place touch points during parental leave.

Alice has also produced a document for you ‘Return to work from Parental Leave – 3 Easy Steps to Success’ which you can download for free here: HERE

I want my kids to go to work and see a balance of men and women at every level of the organisation. To see role models that look and feel like them; to know that it’s possible to succeed regardless of their gender. I work with businesses who care about this too; supporting you to get structural balance from the bottom to the top.

Leadership Coaching | Leadership Development | Parental Transitions | Workshops | Consultancy

What clients say:

“Alice is one of those rare individuals who understands the world we work in and how to impact business quickly. I couldn’t recommend her highly enough if you need an exceptional person to help your business grow through the people that you employ.” – Managing Director

“You are perceptive, kind, and challenging in the most supportive way. How wonderful it is to see small tweaks have such a positive transformation on my leadership impact. I’ve learnt so much in a short time.” – Senior Global Marketing Director

You can contact Alice:

By phone: +44(0)7789 555626

Book time with Alice on Calendly

Find out more – www.alicedarbyshire.com

See Alice’s experience on LinkedIn 

Follow her musings on Instagram

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

We are often called upon by employers and managers to advise on situations where issues with performance arise with employees, and the manager/employer has reached the end of their patience with the individual.

We are also regularly asked by employers about how to manage employees who do not do what is required or are not up to standards.

Whilst we can advise and resolve issues using a formal performance management process it is much better to head off the issues at an early stage and avoid the formal process altogether. In this episode 230 of the podcast I bring you a run down of the key things you can do to set your employees up for success. In this episode of the podcast we cover:

• Assessing and checking if you and your team understand their role and contribution to the business
• How to start in setting out goals and targets for each employee
• Why it is important to have the goals and targets and aims in place
• How it will help you in the long run
• How to proactively manage your team
• Why it is important to proactively manage your team
• What typically happens when the foundation work has not been done
• Why it inevitably leads to a dispute if the foundation is not in place and proactively managed
• The action points that you can take now to set up for success and prevent problems from arising

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Photo by Carlos Muza on Unsplash

In this episode 221 of the podcast I bring you my thoughts and reflections on the case of Bates v The Post Office and whilst not directly related to employment law there are lots of lessons that all employers and HR can take from the events that took place.

In this episode of the podcast we cover:

• Why employers and HR need to take internal investigations seriously.
• The key things that investigators get wrong in disciplinary and grievance investigations.
• The civil test of ‘balance of probabilities’ and what this means.
• The importance of a common sense approach to issues that arise.
• Why communication is important at all levels of the organisation.
• Why large organisations need to have in place a means of obtaining feedback from the ground level through to Board level.
• How setting up employee forums, committees and/or employee representatives is a good way to establish if issues are systemic.
• Why the frequent use of settlement agreements can be a sign of an internal issue.
• That the usage and number of settlement agreements should be reviewed at Board level.
• How culture and leadership plays a key role in both avoiding and creating systemic and serious issues arising.
• The importance of independent and external review of decisions and disputes.
• A reminder that at the end of every decision is a human being whose life will be impacted.

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

Photo by Mick Haupt on Unsplash

In this episode 220 of the podcast I bring you an interview with Fay Wallis who is a specialist career coach who helps HR and People Professionals.

In this episode of the podcast we cover:

• What the key issues are for HR and people professionals.
• Tips on how to address the key issues.
• Time Management tools techniques and resources for HR professionals.
• Being pulled in different directions and how to manage this.
• How to deal with confidence issues and manage imposter syndrome.
• How to influence in your role.

If you work in the HR or People team and want to have a successful and fulfilling career but have a challenge that’s getting in the way, I’m here to help. A qualified career and executive coach with a background in HR, here are some of the ways I can support you with building your skills, confidence, opportunities and impact at work:

𝗛𝗥 𝗣𝗟𝗔𝗡𝗡𝗘𝗥
Why not download the free condensed pdf version of my popular HR Planner? It’s a brilliant tool to help you get: clear on your work & career goals, organised & on top of your workload, and ready to make an impact & impress in your role.

Here’s the link to download your copy:
 https://www.subscribepage.com/hrplanner2023waitlist

𝗣𝗢𝗗𝗖𝗔𝗦𝗧
HR Coffee Time features regularly in the top 10 Apple UK Careers Podcasts Chart, and hit the Number 2 spot in April 2023. It’s created especially to help you with your HR/People career. You can find it by searching for ‘HR Coffee Time’ on all the major podcasting platforms, or visiting this page of the Bright Sky website:

 https://www.brightskycareercoaching.co.uk/hr-coffee-time-podcast/

𝗦𝗘𝗥𝗩𝗜𝗖𝗘𝗦
• 1:1 coaching
• Inspiring HR – group coaching programme
• Interview coaching
• Career change coaching
• Online courses for LinkedIn and CV writing

𝗕𝗔𝗖𝗞𝗚𝗥𝗢𝗨𝗡𝗗
After founding Bright Sky Career Coaching in 2016 and spending several years helping hundreds of people across many sectors and levels with their careers, I realised that I got the most joy from coaching HR and People professionals. So, since September 2022, I now focus all my efforts on supporting them.

To help more ‘People people’, I’ve hand-picked a small team of expert coaches, also with an HR background, who work alongside me and share Bright Sky’s values of:

𝗩𝗔𝗟𝗨𝗘𝗦
• Empathy: We are warm, understanding and supportive.
• Expertise: Our coaches are highly qualified, with relevant HR backgrounds.
• Empowerment: We ensure our clients have the confidence, energy and skills to move forward.

We’re here to give you what you need to get to where you want to be. And if we’re not a good fit, we’ll point you to someone who is.

▶︎ 𝗚𝗘𝗧 𝗜𝗡 𝗧𝗢𝗨𝗖𝗛
𝗘𝗺𝗮𝗶𝗹: fay@brightskycareercoaching.co.uk
𝗣𝗵𝗼𝗻𝗲: 0330 223 2761
𝗪𝗲𝗯𝘀𝗶𝘁𝗲: https://www.brightskycareercoaching.co.uk/

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 219 of the podcast I bring you an interview with Michelle Gyimah who is a specialist pay gap strategist.

Michelle is an expert in assisting businesses and organisations to close their pay gap.

In this episode of the podcast we cover:

• Why the gender pay gap is an important consideration for employers.
• Why the gender pay gap still arises.
• The benefits to employers of addressing the pay gap in their business or organisation.
• What businesses and organisations should be considering with regards to their gender pay gap.
• Simple steps employers can consider for equality.
• Other areas of pay gap for employers to consider.
• Some examples of how employers can make a change.

I’m a Pay Gaps Strategist.
I specialise in supporting HR Directors to close their pay gaps sustainably.

One of the key aspects of the work I do with organisations is provide training on how to hold better pay and progression conversations. This is an essential tool to closing pay gaps.

By working with me you will:

 Gain clear insights into what your organisation needs to do to close pay gaps

 Equip your HR teams with the ability to hold conversations about pay and pay progression so that you can retain more staff

Focus on the right measures to improve pay representation

 Grow in confidence to discuss pay gaps, pay transparency and pay equity

 Find solutions to these problems faster

 Create strategies that embed pay transparency to retain talent

 Improve your organisation’s employer brand and public perception to aid talent attraction so that you can be a leader within your sector

Talented employees are aware of their power.
They are evaluating your organisation on your commitment to building a better future.

Your mission statement is not enough.
You need to show how you are creating a truly equal environment.

Addressing inequalities, such as pay gaps and pay equity, is important for employers to take action on.

It can seem like an overwhelming task to begin, but with the right support it can be done.

I have a proven track record in supporting organisations to take tangible actions that make a difference.

My clients enjoy working with me because I combine strategy + implementation to eradicate pay gaps. For good!

If you’re looking to embed strategies to close your pay gaps, to retain and attract more talent, there are three things you can do:

 Beyond The Pay Gap Figure podcast  – subscribe and listen where I share tips and strategies to get you started: https://pod.link/1601188183

 Watch my LinkedIn Course `Inclusive Tech: Closing the Pay Gap’ https://www.linkedin.com/learning/inclusive-tech-closing-the-pay-gap/addressing-gender-binary-language-in-the-pay-gap?autoSkip=true&autoplay=true&resume=false

Ready to talk? Email at mgyimah@equalitypays.co or book here to get on a call to discuss this further
https://bookme.name/equalitypays/lite/call

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 218 of the podcast I bring you an update on the new sexual harassment laws in 2024, including all the information employers need to consider.

In this episode of the podcast we cover:

• What is the current law about workplace sexual harassment.
• What the Equality Act 2010 states about sexual harassment.
• Why there has been a change in the law.
• Some examples of conduct of a sexual nature that would constitute sexual harassment.
• How a single incident can be sexual harassment.
• Who can claim sexual harassment.
• Compensation awarded for sexual harassment claims.
• New legal duty on employers to take reasonable steps to prevent sexual harassment.
• What practical steps employers can take now.
• Recommended training for managers and employees.
• The importance of a policy on harassment.

If you would like more information and to add your details to our waiting list for details of our training programme for managers, HR and for employees then please email Kathy@realemploymentlawadvice.co.uk

Podcast: Sexual Harassment at Work: Episode 88

New Sexual Harassment Laws

How to deal with a complaint of sexual harassment by an employee

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 217 of the podcast I bring you an interview with Dan Williams who is the founder of Visualise Training and Consultancy an organisation which promotes and enables inclusion, accessibility and equality for people living with visual impairment, hearing loss and other forms of disability.

Dan is an expert in assisting businesses and organisations to be more accessible.

In this episode of the podcast we cover:

• How to encourage employees to be open about their condition or disability.
• Creating an inclusive culture at work.
• Ways in which employers can make reasonable adjustments for those with sight and hearing loss.
• Why it is important to give meaningful consideration to adjustments.
• Some examples of how employers can make a change and be more inclusive.

“I established Visualise in 2014 with assistance from The Prince’s Trust. As someone who experienced gradual sight loss, I wanted to advance social change for VI (visual Impairment) rights by campaigning and advocating for inclusion, accessibility, equality and diversity.

As a qualified eye clinic liaison officer and rehabilitation assistant, and with the help of my guide dog, Zodiac, I carry out workplace assessments to support employees with visual impairments. I deliver training that educates staff to better assist clients or customers with VI. Visualise has worked with over 700 organisations across all sectors. When employees are ‘VI Confident’, inclusion becomes ‘business as usual’ for everyone involved, leading to increased job satisfaction and a more rewarding environment.

I also deliver ‘Seeing Beyond the Eyes’ CET workshops to foster closer links between the optical and sight loss sectors to benefit patients.

In a voluntary capacity, I’m on the RNIB Working Age and Transitions steering groups which assesses work-related challenges blind and partially sighted people face. I’m also a Young Ambassador for the Prince’s Trust and sit on their business launch panels, helping other young people to set up enterprises. I’m a member of the College of Optometrists’ Public Patients Reference Group (PPRG), which receives input from patients and the public to improve policies, guidance and patient resources. I am also an active Trustee for The Nystagmus Network charity.

In the beginning, sight loss feels like the end, but later, you realise it’s just the start of seeing differently and having a new outlook on life. Overcoming challenges has given me resilience, determination and the ambition needed to strive for success.

This can also be said of other disabilities, whether they are visible or invisible. We are here to take away the confusion and myths and replace these with solid information that will give you the confidence to interact and welcome those with disabilities into your working environment.”

If you’d like to know more about how your organisation can become more Disability Confident and Aware, please email me at daniel@visualisetrainingandconsultancy.co.uk

Or give me a call on 07472305268

Together we can make a difference.”

Visualise Training and Consultancy ltd are on a mission to improve inclusion and accessibility for people with disabilities. Our Founder, Daniel Williams, has an eye condition called Retinitis Pigmentosa, which means he is gradually losing his sight. Daniel established the consultancy in 2014 to share his experience and expertise with companies and organisations. This enables them to provide excellent service for customers and employees alike while meeting their legal obligations under The Equality Act 2010.

What began as a laser-sharp focussed approach centred on sight-loss impairment and its associated elements has since organically grown to encompass other disabilities such as hearing loss in an ever more significant effort for Visualise to truly become a symbol of total inclusivity.

They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.

Website: https://visualisetrainingandconsultancy.com/

Email: info@visualisetrainingandconsultancy.co.uk

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 216 of the podcast I bring you a summary of a case that was decided by the Employment Tribunal in regards to the issue of whether an employee was treated less favourably due to menopause symptoms and whether her employer was under an obligation to make a reasonable adjustments. The case is Mrs M Lynskey v Direct Line Insurance Services Ltd.

In this episode of the podcast we cover:

• When menopause symptoms could qualify someone for protection under the Equality Act.
• The types of other claims that employees could bring if treated to their detriment because of menopause.
• Why the Employment Tribunal considered that the employer’s attempts at adjustments were not sufficient.
• Why the Employment Tribunal awarded Mrs Lynskey aggravated damages in this case.
• Tips for employers in ensuring that they behave in an inclusive, fair and reasonable manner with employees who are experiencing menopause symptoms.
• Why we recommend that employers look at making reasonable adjustments, regardless of whether an employee has a confirmed disability.

You can read the full judgement here: https://www.gov.uk/employment-tribunal-decisions/mrs-m-lynskey-v-direct-line-insurance-services-ltd-1802204-slash-2022-and-1802386-slash-2022

Podcast: Menopause support at work: An interview with Nicola Green

Menopause & Work Reform?

An employer has been ordered to pay compensation after making menopause comments

Menopause and work – what do employers need to do and why?

New Acas Guidance on Menopause and the Workplace

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

In this episode 215 of the podcast I bring you an interview with Jan Brookes who is the CEO of a local Isle of Wight Charity, Isle Access. Jan is an expert in assisting businesses and organisations to be more accessible.

In this episode of the podcast we cover:

• The number one thing that all employers can do, with no expense, to assist their staff with long term health conditions.
• Ways in which employers can make reasonable adjustments.
• Why it is important to give meaningful consideration to adjustments.
• Some examples of how employers can make a change and be more inclusive.

Jan is the CEO of Isle Access.

Jan has had a notable career of over 40 years in nursing including holding a short service commission as a nursing officer in the RAF. She has considerable experience of caring for people with disabilities and poor mobility, and latterly worked in care home management. 

For a short period Jan also operated an ‘Accessible Travel’ franchise, on the Isle of Wight, inspecting and booking hotel accommodation away from the Island, for people with disabilities and poor mobility. In 2015, Jan succeeded in gaining an MSc (distinction) in International Hospitality Management. The topic for her dissertation was “Identifying the needs of people with dementia when using hotels’.

She is a member of the Access Association and has undertaken training in access auditing at the Centre for Accessible Environments. In 2016 Jan spoke at Bournemouth University’s Festival of Learning week and was voted Age Friendly Island Entrepreneur of the Year in 2018.

Isle Access is an Isle of Wight based charity that is helping to improve life for disabled people on the Island.

Their vision is that residents and visitors alike can enjoy as much of the Isle of Wight as possible. Their mission is to make the Island more accessible and inclusive for people of all ages. Their aim is to support disabled people by removing barriers to access, enabling disabled people to enjoy a better quality of life and achieve new skills and experiences. They do this by:

Informing, assisting and promoting businesses, organisations, individuals and local government initiatives to welcome everyone to our beautiful Island.

Providing some accessible services, such as adapted cycling.

They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 214 of the podcast I bring you a summary of a case that was decided by the Employment Appeal Tribunal in regards to the issue of whether an employer was under an obligation to make a reasonable adjustment to their recruitment process for an applicant with regards to his dyspraxia. The case is AECOM Ltd v Mr C Mallon.

In this episode of the podcast we cover:

• Why businesses need to ensure that they are open to reasonable adjustments in the recruitment process.
• The facts of the case and why they are rather unique as Mr Mallon had previously been employed by AECOM Ltd.
• How HR for the employer got it wrong and could have resolved the matter by a simple telephone call.
• Why someone has to be a genuine applicant for the job role in order to claim discrimination under the Equality Act.
• Tips for employers in ensuring that your recruitment process is inclusive, fair and reasonable.

You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/aecom-ltd-v-mr-c-mallon-2023-eat-104

Getting your recruitment process right

The Government Legal Service v Brookes – Reasonable adjustments in recruitment: Episode 79

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 213 of the podcast I bring you a summary of a case that was decided by the Watford Employment Tribunal in regards to the issue of the status of the aggrieved. The case is Guler v Newman Law LLP.

In this episode of the podcast we cover:

• Why businesses need to ensure that agreed terms are set out in writing at the outset.
• How the Employment Tribunal made a determination of Mr Guler’s status.
• Why the Employment Tribunal decided that Mr Guler was a worker.
• The issues that can arise about status and remuneration if you do not set out the terms in writing.

You can read the full judgement here: https://assets.publishing.service.gov.uk/media/64db5181c8dee400127f1c68/Mr_A_Guler_-v-Newman_Law_LLP–3304221-2022_-_Written_Reasons.pdf

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 212 of the podcast I bring you an interview and discussion with my colleague Jo Carley, who is an experienced workplace mediator and strong advocate for alternative dispute resolution in workplace disputes.

In this episode of the podcast we cover:

• What is workplace mediation.
• When workplace mediation is appropriate.
• When employers should be considering workplace mediation.
• Why it should be the starting point for any grievance formal or informal.
• Why there is always a loser in the grievance process.
• How workplace mediation works in practice.
• The steps employers should be considering to implement workplace mediation.

Jo Carley and I are both fully trained and experienced workplace mediators having completed the ACAS Certificate in Workplace Mediation.

If you would like us to undertake a mediation within your workplace then we would be happy to do so and can start by a no-obligation initial telephone call.

Our charges for a workplace mediation are as follows:

£350 + VAT for a half-day, plus travel costs. There is an additional charge of £100 +VAT per hour for any additional time required .

A half a day is the minimum amount of time needed (including two individual meetings and a joint meeting), but it could run over half a day depending on the extent of the issues there is to work through.

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In recent weeks we have been advising several directors (who also happen to be shareholders) of companies where there has been some sort of fall out with fellow directors (and shareholders) leading to that person being dismissed from their role as director and in turn their employment. In this episode 229 of the podcast I bring you a run down of the employment rights that apply to directors who are employees of the business.

I also cover my tips on avoiding disputes and how to resolve them quickly in the event of a dispute arising.

In this episode of the podcast we cover:

• When a director is also an employee.
• The rights of directors who are also employees.
• Why you need to have an employment contract and clear terms in place at the outset.
• The importance of company documentation.
• Why you need to have targets and goals for directors that are measurable.
• Why you should caution against dismissing a director from their employment merely because they are no longer able to be a director.

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 211 of the podcast I bring you a run down from a case decided by the Employment Appeal Tribunal where the issue of making a change to employee contract terms was considered in the context of the employee’s eligibility for an enhanced redundancy payment. The case we are covering is Jackson v The University Hospitals of North Midlands NHS Trust [2023].

In this episode of the podcast we cover:

• The options available to employees if they disagree with a change to contract terms.
• The potential risks for employers of implementing changes without agreement.
• What employers should consider when making changes to contract terms.
• How a redundancy situation can arise when making changes to employee contract terms.
• Why redundancy applied in this case.
• The issue that often arises in NHS Trusts with enforced changes to roles and changes to Band ratings.
• Why employers need to consult with employees on changes to terms.
• The leading case of Hogg v Dover College

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 210 of the podcast I am joined by Ali Steele from Wight Oak Youth Services to discuss the importance for employers to think purposefully about employing care leavers and to consider the individual requirements of those who are care experienced.

In this episode of the podcast we cover:

• Why it is important to consider care experienced employees.
• What steps you can take to show support for care experienced employees.
• The kinds of things that employers should be considering with regards to care leavers and care experienced persons.
• Why christmas celebrations and birthdays can be a trigger or particularly difficult for care leavers.
• Why young people from care often have higher resilience and better life skills and are more resourceful when compared to their peers.
• Small things that you can do to promote awareness and best practice.

You can find more information about Wight Oak Youth here: Website and contact Ali Steele via hey@wightoakyouth.com

Care Leavers Covenant: https://mycovenant.org.uk/about/

In 2022 there were 82,170 children being looked after in England. Statistics can be found here: .GOV

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 209 of the podcast I will explain why getting the disciplinary investigation process right is critical to successfully defending a claim for unfair dismissal and the steps that you need to take.

In this episode of the podcast I cover:

• Why assigning the right person to investigate is crucial.
• The steps that you need to take to set the scope of the investigation.
• When you should notify the ‘accused’ of the investigation.
• At what stage you should interview the ‘accused’.
• Getting witness accounts of events.
• Whether employees have the right to be accompanied at an investigation meeting.
• Minute taking or audio recording of the meetings.
• Dealing with reluctant witnesses.
• The frequently asked questions about disciplinary investigations.
• Some example scenarios to consider.

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 208 of the podcast I will explain what gross misconduct is so that you understand when circumstances arise that could be gross misconduct and steps to take.

In this episode of the podcast I cover:

• What is gross misconduct?
• The legal test for determining a fair dismissal for gross misconduct
• The difference between misconduct and gross misconduct
• Why it is important to set out what constitutes gross misconduct for your business or organisation in your disciplinary policy or rules
• What is wrongful dismissal?
• The connection between wrongful dismissal and unfair dismissal for gross misconduct
• Some interesting example cases
• 5 key points to consider and take action in relation to gross misconduct

Cases referred to:

Mr George v Dorset Healthcare University NHS Foundation Trust

Ms E Greenaway-Evans v Countryside Properties (UK) Limited

Mr Pubbi v Your-Move.co.uk I also covered the case in detail in Podcast 197 Is it fair to dismiss an employee who fails to declare bankruptcy?

Basildon Academies v Amadi

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

In this episode 207 of the podcast I bring you the most common reasons for Employment Tribunal claims to arise in our experience and ways you can reduce the risk of a claim arising.

In this episode of the podcast I cover:

• The most common type of legal claim in our experience at this time.
• The reasons why claims arise.
• The fact that untrained managers and/or decision makers create the highest risk.
• How following a simple process and keeping paperwork can reduce the risk of claim.
• Why creating a culture of honesty and transparency can mitigate issues from arising.
• The importance of addressing issues early on in a dispute or potential dispute.
• Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical.
• Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised.
• How having in the moment notes of conversations or records of your decision making at the time can be crucial to disposing of a claim at an early stage and/or winning the case.

Training for your Team

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

margarida-csilva-cQCqoTjr0B4-unsplash

In this episode 206 of the podcast I bring you a run down of the proposed changes to employment law announced by the government on the 10th May 2023. The gift that keeps giving….covid and furlough employment cases.

In this episode of the podcast I cover:

• The change announced in regard to the sunset bill.
• The fact that EU laws will be retained unless specifically revoked (for the time being at least).
• Some welcome changes to working time rules.
• Changes to holiday pay and calculations.
• Changes to TUPE transfer requirements.
• Making non-compete clauses post-termination no longer than 3 months.
• The decision of the Employment Appeal tribunal in the case of Lovingangels Care Ltd v Mhindurwa where furlough was not considered as an alternative to redundancy.

You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/lovingangels-care-ltd-v-mrs-b-mhindurwa-2023-eat-65

If you want to ensure that you are up to date with employment law changes then subscribe to the podcast and our newsletter. To be added to the distribution list for the free fortnightly newsletter please email kathy@realemploymentlawadvice.co.uk.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 205 of the podcast I bring you my thoughts and guidance on the appraisal process and how to ensure that you are getting it right.

In this episode of the podcast I cover:

• Why employers undertake appraisals.
• Why employers think they should undertake appraisals.
• Why I hate the scoring system in an appraisal process.
• The things that can go wrong.
• How to prepare for a good appraisal process.
• The process to follow.
• How to deal with issues that may arise in the meeting.
• Why follow up is critical to success.

If you are introducing an appraisal process or would like guidance on refreshing your process, or training for your managers then please do get in touch and we will be happy to assist.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 204 of the podcast I bring you details of a case recently decided by the Employment Appeal Tribunal which deals with the issue of behaviour arising from disability. In the case of McQueen v General Optical Council the Tribunal and Employment Appeal Tribunal considered the reasons for the employers actions.

In this episode of the podcast I cover:

• Section 15 of the Equality Act 2010.
• The legal test for determining if someone has been treated unfavourably because of something arising in consequence of their disability.
• The facts of this case.
• The outcome as decided by the Tribunal and then upheld by the Employment Appeal Tribunal.
• How employers should approach issues with employees who have a disability.
• Points to note.
• How to deal with aggressive behaviours at work.

McQueen v General Optical Council 2023 – Employment Appeal Tribunal Case. You can read the full judgement HERE 

If you find yourself in a difficult scenario with an employee or perhaps you are the person on the receiving end of a disciplinary then please do get in touch and we will be happy to advise you.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 203 of the podcast I bring you a run down on the steps you need to take to effectively manage an employee who is not performing to the level you require. I also touch upon how to address those niggly attitude or behaviour issues that seem to be coming up more and more frequently.

In this episode of the podcast I cover:

• The starting point and self-reflection as a manager.
• Why it is important to go through an informal process first.
• What the informal performance management process looks like.
• Why a Performance Improvement Plan (known as a PIP) should be the last possible option with poor performance.
• How to go through a formal process.
• When you can issue warnings.
• How long a process should take.
• Answers to frequently asked questions about performance management.
• How to deal with poor attitude.
• How to address general small scale poor behaviours.

Of course at the heart of good performance management is COMMUNICATION!

If you would like training for your team on how to effectively manager performance issues then I am available to provide training for 1/2 day for up to 30 people for £750 plus VAT.

Alternatively if you would like guidance on a performance management issue or to discuss how best to deal with a scenario then please get in touch and myself or a colleague will be happy to advise you.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo: Review - markus-winkler--fRAIQHKcc0-unsplash

In this episode 202 of the podcast I bring you an update on the latest news about holiday pay and holiday entitlement following the Supreme Court Case of Harpur Trust v Brazel.

In this episode of the podcast I cover:

• Basics of holiday entitlement.
• The foundations of holiday entitlement in law.
• How to calculate holiday pay for employees and workers with regular hours and pay.
• How to calculate holiday pay for employees and workers whose hours vary.
• What to include in the calculation of the 52 week average for holiday pay.
• Why all employees and workers are entitled to 5.6 weeks paid holiday regardless of the number of hours that they work.
• Why part year workers are entitled to 5.6 weeks holiday.
• Whether you can pay rolled up holiday pay.

You can ready the full judgement in the Harpur Trust case here: JUDGEMENT.

You can listen to previous episodes on holiday pay calculations here:

Holiday Pay & Commission the Court of Appeal Decision: Episode 65

Holiday Entitlement & Pay: Episode 48

Holiday & Sickness Absence: Episode 25

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this weeks’ episode of the podcast I will answer some of the most frequently asked questions from Employers about how to deal with disciplinary issues and how to avoid a claim for unfair dismissal. This is the final of 6 episodes that focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

• What to do if an employee fails to attend a disciplinary hearing
• What to do if an employee is signed off sick during the disciplinary process
• My suggestion on how you should handle matters if an employee asks to be accompanied at the hearing by someone other than a trade union rep or work colleague
• How to handle things if you have a small business and you are the only person able to deal with the investigation process and disciplinary hearing
• How you should deal with the expiry of a Fixed-Term Contract
• What procedures apply to the expiry of a Fixed-Term Contract

If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses.

Employment Rights Act 1996 

ACAS Code of Practice

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

The types of training we can deliver for you are:

• An introduction to the Equality Act
• Equality and Diversity Training
• An introduction to disciplinary & grievance processes and the law
• Holding effective 1:1’s
• Appraisal training—Introduction
• Appraisal training—Refresher
• Holding difficult conversations
• Effective root cause analysis
• Giving and receiving effective feedback
• Dealing with change & change management
• Time management
• Absence management
• How to carry out a disciplinary investigation
• Managing the disciplinary process
• Managing the grievance process
• Performance and capability management
• Assertiveness & managing confidently
• The skills required to be a good manager
• An introduction to mental health at work for managers

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 201 of the podcast I am joined by Kate Davies, Independent Fertility Nurse Consultant, Corporate & Fertility Industry Consultancy & Podcast Host of the Fertility Podcast.

I came across Kate’s details in a Facebook post shared by innocent and was inspired by the great work that she has been doing with innocent and many other businesses and organisations.

In this episode we talk about:

• Why fertility is an important consideration for employers.
• The benefits of thinking purposefully about fertility among your employees.
• The benefits of implementing a policy around fertility and adjustments needed for those who are going through fertility treatment.
• The kinds of things employers can do to make changes.
• Why it is important to embed cultural change and not just introduce a policy.

Kate Davies RN, BSc(Hons), FP Cert
Independent Fertility Nurse Consultant 
Corporate & Fertility Industry Consultancy & Podcast Co-Host

WEBSITE: www.yourfertilityjourney.com
PODCAST: www.thefertilitypodcast.com

https://www.facebook.com/YourFertilityJourney

https://www.instagram.com/your_fertility_nurse/

https://www.linkedin.com/in/kate-davies-independent-fertility-nurse-consultant-8671579b/

If you have any questions about this please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 200 of the podcast I bring you a run down of two interesting cases that have been in the news recently.

The first is the case of Glover v Lacoste & Mr R Harmon which is an Employment Appeal Tribunal case involving sex discrimination following the Employers requirement that managers must work flexibly with no set shift pattern or days of work.

This is an interesting case as there seems to be a trend, particularly among retail organisations, that you have to work full time to be a manager or, like in this case, be available to work at any time.

Aside from the legal implications of this type of policy it is also excluding large numbers of people from management roles and thereby narrowing the pool of talent available, at a time when recruitment is particularly difficult.

You can read the full judgement here: Judgement

The second case that of Ms H Dadhania v SAP(UK) Ltd and Others which is an Employment Tribunal case where the Judge stated in the judgement that using the F-Word at work had essentially lost the shock value it had previously had due to its commonplace usage in society today.

Whether you agree or not with the Judge’s view on this it does raise an interesting question about how you manage different sensitivities within your organisation or business.

You can read the full judgement here: Judgement

If you have any questions or would like some advice about the issues raised in these cases then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 199 of the podcast I bring you some ideas for planning ahead for teacher strikes that may close schools and impact on your employees.

In this episode I cover the following:

• Why you should plan ahead and discuss with staff asap.
• The impact and stress that could be caused to individuals.
• The importance of planning for your business continuity.
• Options available to you.
• Paid leave at your discretion.
• The availability of holiday.
• Changing hours or working flexibly.
• Unpaid leave under the statutory right to time off for dependents
• Home working.

If you have any questions or would like some advice about how to handle this then please do not hesitate to get in touch, by email to alison@realemploymentlawadvice.co.uk or telephone 01983 897003.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Element5 Digital on Unsplash

In this episode 198 of the podcast I bring you my tips and ideas on how to have effective one to one and supervision meetings with staff.

One of the things that many managers struggle with when managing people is maintaining regular meaningful communications with staff.

In this episode of the podcast I cover:

• What is a one to one and supervision meeting.
• What is the difference between a one to one and a supervision meeting.
• Why it is important to incorporate in your management of staff.
• Why it does not have to be a complicated process.
• Why it is effective in improving performance.
• The steps needed to hold effective one to one and supervision meetings.
• What to include in your conversation.
• Why follow up is critical to success
• How it will save you time in the long run.

When preparing for one to one’s or supervision meetings I strongly recommend you read the work by Gary Vaynerchuck on Kind Candour.

You can read a blog post on it here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/

Alternatively his book, Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success is even better as a resource for managers.

You can purchase the book via Amazon HERE *

*please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 197 of the podcast I bring you details of the case of Pubbi v Your-Move.co.uk heard by the Employment Appeal Tribunal dealing with unfair dismissal.

In this episode I cover:

• The facts of the case
• The decision of the employment tribunal
• Assessment of the reasonableness of the employers decision to dismiss
• Advice on the case
• Why employers need to be prescriptive of their requirements of staff
• Some alternative scenarios in this case
• The decision of the employment appeal tribunal

https://assets.publishing.service.gov.uk/media/62c2d86b8fa8f54e81e2ce25/Mr_K_Pubbi_v_Your-Move.co.uk__2022__EAT_96.pdf 

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 196 of the podcast I bring you the sixth and final episode in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This 6th episode is about the final preparation for the hearing in the Employment Tribunal. In this episode I cover:

• Documents that you may be required to prepare.
• Documents you may find helpful to prepare.
• What a chronology is.
• What a Cast List is.
• What Written Submissions are.
• How you should prepare if you are representing yourself.
• Sharing the bundle with the Employment Tribunal.
• Video Hearings.
• In Person Hearings.

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

Free Template List : https://realemploymentlawadvice.co.uk/product/list-of-evidence-template-disclosure-in-the-employment-tribunal/

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 195 of the podcast I bring you the fifth in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This 5th episode is about the process of preparing and exchanging witness evidence. In this episode I cover:

• When you need to exchange statements.
• How to prepare witness statements.
• What witnesses to call.
• What you need to include in the witness statement.
• Why the word count in your witness statements is important.
• Why you need to consider the number of witnesses.
• When to make an application to the Employment Tribunal to extend the word count or increase the number of witnesses.
• What to consider if you want to compel a witness to attend.
• Why it is important to agree the time for exchange of statement.

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

Free Template List : https://realemploymentlawadvice.co.uk/product/list-of-evidence-template-disclosure-in-the-employment-tribunal/

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 194 of the podcast I bring you the fourth in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This 4th episode is about the process of disclosure where you are required to share the evidence you have with the other party. In this episode I cover:

• Your legal obligation to provide documents that support and undermine your case.
• Why you have to provide documents that may help the other party’s case.
• How to prepare and where you need to check for evidence.
• The type of evidence that you will typically have.
• How to prepare the list of documents.
• What you should do about redacting documents.
• Whether you need to disclose confidential or commercially sensitive information.
• What you need to do if documents are missing from the other party’s list of evidence.
• Why you need to avoid a ‘fishing expedition’ in the disclosure process.
• What you should do about recordings of audio or video.
• What you should consider in regards to covert recordings.
• How to prepare the index for the final bundle of evidence.
• What evidence to include in the bundle for the final hearing.
• What to do if there is a dispute about the evidence to include in the final bundle for the hearing.

Free Template List : https://realemploymentlawadvice.co.uk/product/list-of-evidence-template-disclosure-in-the-employment-tribunal/

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 193 of the podcast I bring you the third in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This third episode is about what happens at the Case Management or Preliminary Telephone Hearing:

• The purpose of the case management hearing.
• The preparation needed for the telephone hearing.
• Why it is important to complete the agenda supplied by the Tribunal.
• Why you should try to agree the agenda with the other party.
• What information you need to hand for the hearing.
• Why you need to know what your dates of availability are like, not just for a hearing but for the preparation required.
• The importance of understanding the case facts and which basis in law you are bringing your claims
• Why you should speak up if you do not agree or not understand something in the hearing.
• The importance of checking the paperwork from the Tribunal after the hearing.
• Why it is worth getting some legal advice at this stage of the process.

https://www.legislation.gov.uk/

Preliminary Hearing in the Employment Tribunal

Defending a claim in the Employment Tribunal

What are the consequences of failing to comply with an Employment Tribunal Case Management Order?

Making an Employment Tribunal claim against your Employer

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 192 of the podcast I bring you the second in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This second episode is about what happens after the claim and defence have been filed and includes:

• The different process that is likely to apply based on the type of claim.
• If it is a more complex case then it is likely the Tribunal will set a telephone case management hearing.
• What happens in simpler cases, such as straightforward unfair dismissal claims.
• The type of Order that the Employment Tribunal will make.
• Why it is important to check the dates of any hearings given by the Tribunal.
• The importance of contacting the Employment Tribunal asap if you or any witnesses are unavailable on the date that any hearing has been listed.
• The preparation required.
• Preparation of a schedule of loss.
• Disclosure of evidence.
• Agreeing the bundle of evidence.
• Why it is important to clearly note what is required and the date you must complete it by.
• Why you must adhere to the dates set by the Employment Tribunal.
• What you should do if you cannot complete the work required by the date set.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this weeks’ episode of the podcast I will tell you what the compensation could be for an employee who is successful in a claim for unfair dismissal and the other lesser used remedies. This is the fifth of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

• What the remedies are for unfair dismissal.
• What the difference is between an order for reinstatement and an order for re-engagement.
• How compensation for unfair dismissal is calculated.
• What the ‘Basic Award’s is.
• What the ‘Compensatory Award’ includes.
• What the Statutory Cap means.
• How causation effects compensation for unfair dismissal.
• What a Polkey deduction is.
• How the employees contributory fault can reduce compensation.
• What will happen if an employee has been claiming state benefits.
• Why an employee must try to mitigate their loss.
• Why employers should consider all of these issues in their defence and in producing evidence.

If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses.

Employment Rights Act 1996 

ACAS Code of Practice

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

The types of training we can deliver for you are:

• An introduction to the Equality Act
• Equality and Diversity Training
• An introduction to disciplinary & grievance processes and the law
• Holding effective 1:1’s
• Appraisal training—Introduction
• Appraisal training—Refresher
• Holding difficult conversations
• Effective root cause analysis
• Giving and receiving effective feedback
• Dealing with change & change management
• Time management
• Absence management
• How to carry out a disciplinary investigation
• Managing the disciplinary process
• Managing the grievance process
• Performance and capability management
• Assertiveness & managing confidently
• The skills required to be a good manager
• An introduction to mental health at work for managers

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 191 of the podcast I bring you the first in a mini series covering step by step guidance on the Employment Tribunal process. This is applicable for both employees who may want to make a claim and employers who may be defending a claim.

This first episode is about starting the claim process and includes:

• ACAS Early Conciliation process
• Why you need to obtain a certificate from ACAS
• When an employer may not know that an employee has started the claim process via ACAS
• How to file an employment tribunal claim
• What you need to include in your claim
• What happens after you have made a claim
• When you will receive a copy of the claim from the Employment Tribunal
• How to complete your defence to a claim
• Methods of submitting your defence
• The importance of acting quickly and not delaying in filing the defence.
• The time limit of 28 days for filing the defence with the Employment Tribunal
• What to include in your defence

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 190 of the podcast I bring you my tips and ideas on how to best handle having difficult conversations with employees.

One of the most difficult parts of managing people is having uncomfortable conversations particularly about performance and behaviour. But it can be an easier process and one that you do not have to dread.

In this episode of the podcast I cover:

• What is a difficult conversation?
• Examples of difficult conversations
• Reasons we avoid difficult conversations
• The dangers of avoiding difficult conversations
• What makes it easier to deal with
• My simple approach to difficult conversations
• Why ‘Kind Candour’ is key
• Why you should follow Gary Vaynerchuck’s example when dealing with employee issues that arise

During the Podcast I referred to a blog post and book. You can read the blog post here: https://www.garyvaynerchuk.com/kind-candor-and-why-how-you-deliver-the-medicine-matters-road-to-twelve-and-a-half-series/

The book is Twelve and a Half: Leveraging the Emotional Ingredients Necessary for Business Success – by Gary Vaynerchuk

You can purchase the book via Amazon HERE *

*please note that if you use this link it is an affiliate link which means whilst it will not cost you any more however we will receive a referral payment from Amazon.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo andrew-thornebrooke-WRAHkIAr2_E-unsplash

In this episode 189 of the podcast I bring you a detailed account of how to get your recruitment process right, and why a good process is important to ensure that you get the best candidate, conduct recruitment fairly and avoid any legal claims.

In this episode of the podcast I cover:

• What you should consider before you start a recruitment process.
• Best practice.
• Things to avoid.
• The importance of having objective selection criteria at every stage of the process.
• What you should include in your process and procedure.
• What to consider when making an offer of employment.
• How to prepare for a new starter.
• The importance of good record keeping.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 188 of the podcast I bring you a detailed account of the probation period at the start of employment or the start of a new job role. Probation periods are something that most employers use but rarely utilise in the correct manner.

In this episode of the podcast I cover:

• What a probation period is.
• Why you should have a probation period.
• What is the purpose of a probation period.
• When not to bother with a probation period.
• How it will set up the tone of the relationship between you and the employee for the future.
• What to do if you need to extend the probation period.
• What to do if you need to terminate someones employment during or at the end of the probation period.
• How to deal with a probation period for an existing employee starting a new role.
• The importance of good record keeping.
• Why communication is the key to a good start to the employment relationship.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by https://unsplash.com/@rossf

In this episode 187 of the podcast I bring you an interview with Jeri Williams, an employer who has implemented a results only working environment within her business.

In this episode of the podcast we cover:

• What is results only working or ROWE?
• Why Jeri decided to implement results only working in her business?
• The practicalities of implementing results only working.
• The benefits to staff recruitment and retention.
• What are the teething problems or potential issues that can arise.
• How to set up results only working in your business.
• The importance of getting your contracts, policies and KPI’s right before starting results only working.

Jeri is the Founder and CEO of Smooth Accounting and this is from her LinkedIn bio:

‘I started an accountancy practice from my garage in 2016, won some awards, did a thing, have signed up over 600 clients, now have beautiful offices, a filming studio and employ a team of 14, boom!  now I teach other business owners how to do the same! DM me to find out more about my 1-2-1 mentoring packages.

Bringing comedy to the very boring, grey, dull world of accountancy, firing shots all over the industry at the dino’s and abacus crew.  

You can usually find me ruffling feathers on LinkedIn or watching bunnies on Instagram. 

Running my business and my mouth. 

Help a girl out and subscribe to my YouTube channel pleeeeeaaaassse  https://youtube.com/c/JeriWilliams_’

Smooth Accounting – https://smoothaccounting.co.uk/

You can connect with Jeri on LinkedIn HERE

Why work sucks and How to Fix it: The Results -Only Revolution by Cali Ressler and Jody Thompson

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

This page includes an affiliate link which means that if you purchase the book via this link I will receive a commission payment. It will not cost you any more but I will get a fee for your purchase.

Photo by Kevin Bhagat on Unsplash

In this episode 186 of the podcast I bring you information and ideas on how best to deal with issues of alcoholism and substance abuse at work.

In this episode of the podcast I cover:

• Why employers need to think purposefully about how to deal with alcohol and substance abuse among employees.
• Why alcohol and substance abuse issues may arise.
• Your legal duties as an employer.
• The impact of alcohol and substance abuse at work.
• How to deal with disciplinary issues that arise as a result of alcohol and substance abuse.
• Some practical tips for employers.

You may also find the following helpful.

Alcohol at work: What do you need to consider for your policy?

This episode was as a result request from a listener who asked to cover the issue of alcohol at work. If you have any questions or particular issues that you would like covered please do email me, alison@realemploymentlawadvice.co.uk and I will ensure it is covered in a future episode.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Vinicius “amnx” Amano on Unsplash

In this episode 185 of the podcast I bring you my observations of the critical things that employers and HR professionals should be considering and acting upon now. This is in light of things that we are seeing in practice and which I can foresee causing difficulties in the very near future.

In this episode of the podcast I cover:

• Why thinking about mental health and wellbeing of staff is critical at this time.
• At a very minimum you should be developing a wellbeing strategy for employees.
• Why you should be considering your staff who are/will be considered as the ‘working poor’.
• Highlighting the issue that may arise with lower paid staff in your organisation as the cost of living continues to rise.
• Why you need to think carefully now about what you will do when the rules around self-isolation upon receipt of a positive covid test will change?
• Some suggestions on what you may wish to include in your policy/process.
• Why disputes are likely to arise if you do not consider it meaningfully now.
• If you are revisiting hybrid working and considering introducing long term, what you should consider.

You may also find the following helpful.

Top Tips for Managing Mental Health in the Workplace

Introducing Hybrid Working – what do employers need to consider: Part 2

Introducing Hybrid Working – what do employers need to consider: Part 1

Hybrid Working Checklist for Employers

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Glenn Carstens-Peters on Unsplash

In this episode 184 of the podcast I bring you details of a recent case decided by the Court of Appeal in respect of unfair dismissal in a redundancy situation. The case is Gwynedd Council and S Barratt & I Hughes

In this episode of the podcast I cover:

• The basic position with regards to unfair dismissal and redundancy dismissals.
• Details of the case and why the Judge at the Employment Tribunal decided the dismissal was unfair.
• What employer’s need to consider when going through a redundancy consultation.
• Why a failure to allow an appeal against dismissal is one factor to be considered by an employment tribunal in a claim for unfair dismissal.

You may also find the following helpful.

Redundancy Process: Alternative Vacancies

Redundancy Process: Pools & Selection Criteria

Electing Employee Representatives: Redundancy Procedure

The Redundancy Consultation Process

Introduction to Redundancy

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 183 of the podcast I bring you an interview with Nicola Green, a specialist in helping organisations with menopause support at work.

In this episode of the podcast we cover:

• Why it is important for employers to think meaningfully about menopause support.
• The benefits of putting in place good menopause support and strategy.
• The fact that menopausal women are the fastest growing demographic in the workplace.
• Why having mental health first aid in place is important.
• What wellbeing initiatives you can implement.
• How addressing this topic can help other staff and staff issues.
• The key things that flow through menopause support, domestic violence and childless women among many other issues.

Domestic Violence and Abuse: what do employers need to know

Childless women in the workplace: What employers should consider.

Nicola Green

Nicola Green Consultancy helps organisations address menopause in their workplace by providing  practical advice and support in the form of bespoke presentations and training sessions to employees, managers and business owners of all ages and genders.

Nicola Green Consultancy
07795655507
www.nicolagreenconsultancy.co.uk

You can connect with Nicola on LinkedIn 

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 182 of the podcast I bring you details of the current legal right to request flexible working and what employers need to know, as well as detail about the consultation for change to the flexible working rights and requirements.

In this episode of the podcast I cover:

• The Government’s consultation behind the proposed changes to the current arrangements for flexible working.
• The current flexible working request regime.
• The proposed changes.
• How will the proposed changes work in practice.
• Practical tips for managing flexible working requests
• FAQ’s about flexible working.

You may also find the following helpful.

Right to request Flexible Working : Episode 1

What are the benefits of implementing flexible working in your business?

Free Flexible Working Request Policy

Employee wins £180,000 in compensation for refusal of flexible working request

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this weeks’ episode of the podcast I bring you a run down of the requirements of the ACAS code of practice. This is the fourth of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

• What the purpose of the ACAS Code of Practice is
• The background to the Code of Practice
• What the essential elements of the Code of Practice are
• When the ACAS Code is applicable
• What the consequences are of failing to follow the Code
• Why you should have it in mind when dealing with conduct, performance and some other substantial reasons
• What you need to do to fairly investigate alleged conduct
• What you need to consider before dismissing an employee

Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode and downloads an up to date copy of the ACAS code of practice.

Check your contracts and procedures to ensure that your disciplinary procedure is not contractual.

Employment Rights Act 1996 

ACAS Code of Practice

Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.

The types of training we can deliver for you are:

• An introduction to the Equality Act
• Equality and Diversity Training
• An introduction to disciplinary & grievance processes and the law
• Holding effective 1:1’s
• Appraisal training—Introduction
• Appraisal training—Refresher
• Holding difficult conversations
• Effective root cause analysis
• Giving and receiving effective feedback
• Dealing with change & change management
• Time management
• Absence management
• How to carry out a disciplinary investigation
• Managing the disciplinary process
• Managing the grievance process
• Performance and capability management
• Assertiveness & managing confidently
• The skills required to be a good manager
• An introduction to mental health at work for managers

Please drop me an email alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

Raising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw

In this episode 181 of the podcast I bring you my thoughts on the main changes to the world of work that employers need to be aware of.

These are my views on what has caused the change and what employers have to consider moving into 2022.

I would be very interested to hear your thoughts on this? Have I missed something? What do you think will be the biggest change in 2022? Please leave a comment below or email me alison@realemploymentlawadvice.co.uk.

In this episode of the podcast I cover:

• The issue of recruitment and retention.
• Why recruitment and the shortage of staff and skills is critical to business and business growth.
• Why, in my view, there has been a ‘perfect storm’ of factors coming together at the same time.
• The ‘shift in power’ that has come about as a result of the recruitment and retention crisis.
• What employers can do on a practical basis to resolve and reduce the impact.
• Why hybrid working is changing the world of work.
• The importance of planning properly in advance of implementing a long term hybrid working policy.
• Contractual changes required by law and good practice.
• Legislative changes that have been made or are pending.
• Future possible changes being led by legislation.
• Why the pace of real time practical change in HR and the working environment far exceeds that of legislative change.

You may also find the following helpful.

Bring your pet to work considerations

Hybrid Working Podcast

Hybrid Working Checklist

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Photo by Ross Findon on Unsplash

In this episode 180 of the podcast I bring you my practical top tips for managing mental health in the workplace.

These are my practical tips which I recommend all employers implement in their business or organisation.

Promoting good mental health practices and wellbeing need not be difficult and in this episode I breakdown into some easy steps to follow.

In this episode of the podcast I cover:

• How to prevent issues from arising as a result of work.
• The importance of being aware and well informed.
• How to spot the warning signs among colleagues.
• Why the best managers really know their staff.
• Why open communication about mental health is critical.
• How to create a culture of openness and support.
• Why you should give meaningful consideration to reasonable adjustments.
• Practical ideas you can implement with limited resources.

You may also find the mini series covering mental health in more detail useful to listen to.

Mental Health & Work Mini Series – Episode 1

Mental Health & Work Mini Series – Episode 2

Mental Health & Work Mini Series – Episode 3

Mental Health & Work Mini Series: Episode 4

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 179 of the podcast I bring you an extract from a webinar I recently delivered for our HR Harbour Members on the top tips for managing sickness absence.

These are my practical tips for really managing sickness absence with employees.

I understand how difficult it can be to manage employees who are absent and in this episode I breakdown into some easy steps to follow.

In this episode of the podcast I cover:

• The critical point is to manage sickness absence!
• What the barriers are to effective management of absence.
• The importance of a clear reporting process.
• How and why you should maintain contact during absence.
• The exception when you should not make contact.
• The importance of self-certification forms.
• Return to work meetings and the format.
• What to do about frequent absence.
• Why it is important to get to the root cause of the absence.
• How effective management of absence will help you get to the root cause quicker!

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

In this episode 178 of the podcast I bring you a fantastic interview with Karin, Sophia and Lindsay from Gateway Women an organisation who support childless women.

To quote from the podcast interview “Women in the workplace who are childless is the biggest diversity issue that HR have not heard of” and hopefully in this episode we can educate employers and HR about the issue so that at the very least awareness is raised about this issue that is affecting more and more women.

In this episode of the podcast we cover:

• The importance of being aware of childless women in the workplace in your equality, diversity and inclusion policies and planning.
• The importance of applying policies in the workplace in a fair and reasonable way regardless of parental status.
• Why you should consider implementing a specific policy in regards to childless employees.
• Why you should ensure you apply flexible working policies fairly.
• Why employers should consider flexibility across the business and the benefits this can bring to productivity and staff morale.
• Some of the issues that can arise in the workplace for women who are childless.
• The starting point of training and awareness for HR, managers and Employers.
• Small changes that can be made to increase inclusion.
• That 20%-30% of working women in the western world are childless.
• The benefits of implementing changes in your business to increase inclusivity for childless women.
• A great practical example of what you can do from Brewdog – Pawternity Leave for employees who have a new dog. https://www.brewdog.com/blog/dog-days

Karin Enfield, Operations Director Gateway Women – karin@gateway-women.com

gateway-women.com

I will be focusing on equality, diversion and inclusion issues that are not covered by the Equality Act in future podcast episodes so if you have any ideas or would like to be a guest on the podcast in future to cover any topics please get in touch alison@realemploymentlawadvice.co.uk

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006

We have a variety of free documents and letters which are available to download here: DIY Documents

We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.