An update on the Law and best practice for managing and recruiting staff and for dealing with any issues that may arise.
An easy to listen to legal and practical update.
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How can employers make it easier for parents to return to work after a period of family leave
Season 1 · Episode 231
Friday, July 19, 2024 • Duration 32:28
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
Alice Derbyshire
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.
“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
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.
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
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
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.
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:
Zoes Law
Directors employment rights
Season 1 · Episode 229
Friday, June 21, 2024 • Duration 24:00
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.
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.
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
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.
In this episode 228 I will cover:
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
Action Points
If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses.
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.
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.
In this episode 227 I will cover:
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.
Action Points
If you receive a claim against you in the Employment Tribunal you should get advice to help to mitigate your losses.
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:
Fixed Price Advice from Real Experts Zoes Law
Unfair Dismissal: The ACAS Code of Practice Episode 4
Season 1 · Episode 226
Friday, April 12, 2024 • Duration 24:50
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.
In this episode 226 I will cover:
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
Action Points
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.
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
Fixed Price Advice from Real Experts Zoes Law
Unfair Dismissal: The Reasonableness of Dismissal Episode 3
Season 1 · Episode 225
Sunday, March 17, 2024 • Duration 26:49
In this weeks’ episode of the podcast I bring you information and analysis of the second test for a fair dismissal, the reasonableness test. This is the third 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.
In this episode 225 I will cover:
What the test for reasonableness is in accordance with the Employment Rights Act 1996
The two elements of a reasonable dismissal, Procedure and Substantive Fairness
What the fundamentals are for a reasonable dismissal decision
The different reasonableness and procedural requirements for each of the potentially fair reasons
What the range of reasonable responses test is
What you need to do to fairly investigate a conduct allegation
What you can do if you have more than one ‘suspect’ in an allegation of misconduct
How to deal with performance issues in order to fairly dismiss an employee for poor performance
What you need to consider before dismissing an employee
Action Points
Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode.
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:
Fixed Price Advice from Real Experts Zoes Law
Unfair Dismissal: Potentially Fair Reasons
Season 1 · Episode 224
Friday, March 1, 2024 • Duration 21:15
In this weeks’ episode of the podcast I bring you the five potentially fair reasons for dismissing an employee. This is the second 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.
In this episode 224 I will cover:
What the five potentially fair reasons are
An example of each of the reasons
How they are applied
Why the facts of each are important
Why swearing at work can be grounds for a fair dismissal
Who has the burden of proving the reason for the dismissal
Why the burden shifts in a claim for Automatic Unfair Dismissal
What you need to consider before dismissing an employee
Action Points
Check what your staff handbook says about gross misconduct and ensure it includes what you consider to amount to gross misconduct in your organisation.
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.
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
Zoes Law
Unfair Dismissal: What is unfair dismissal?
Season 1 · Episode 223
Friday, February 16, 2024 • Duration 20:06
This episode 223 of the podcast I bring you an introduction to the law regarding unfair dismissal. This is the first of a mini series 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.
It will assist both employers who may be looking at making dismissal decisions and employees who may have been dismissed and are unsure if the decision is fair or not.
In this episode I will cover:
The history of unfair dismissal
How unfair dismissal started in the early 1970’s
What it is and where you will find the law
The fundamental difference between Unfair Dismissal and Constructive Unfair Dismissal
The qualifying period for unfair dismissal
Unfair dismissal claims with no qualifying period of service
Claims for Automatic Unfair Dismissal
The time limit for claims
Circumstances when an employer must provide written reasons for an employees dismissal
Action Points
Whenever you are considering dismissing an employee regardless of their length of service you should ensure that as a minimum you communicate the reason for termination to the employee. Employees have rights for automatic unfair dismissal in certain circumstances regardless of their service length and communicating the reason to them is likely to minimise the risk of drawing the wrong inference as to why.
Training for your Team Fixed Price Advice from Real Experts Zoes Law
Holiday pay and holiday entitlement changes 2024
Season 1 · Episode 222
Friday, February 2, 2024 • Duration 21:01
In this episode 222 of the podcast I bring you a run down of the changes to the Working Time Regulations which are effective in the holiday year that starts after 01 April 2024.
In this episode of the podcast we cover:
The definition of irregular hour worker
The definition of part year worker
How statutory holiday entitlement is accrued for irregular hour and part year workers
How you can deal with carry over of leave
How to calculate holiday pay
Rolled up holiday pay is now permitted for irregular and part year workers
Examples of what to consider when calculating holiday
Why it is important to check contracts and holiday terms for existing employees before making a change to your holiday entitlement and pay
Harpur v Brazel Case Supreme Court case that has now been overturned and which is covered in Episode 202 Holiday Entitlement & Pay
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.
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:
Zoes Law
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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
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
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
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
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.
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
