Tag Archives: CIPD

Emergency Volunteer Leave: What you need to know

emergency leave

Revealed within the Coronavirus Bill last month, the government plans to create a temporary right to statutory emergency volunteering leave to permit workers, employees and agency staff to have unpaid leave to volunteer in health and social care. If the suggested entitlement is taken forward, workers can pick to take unpaid volunteer leave in blocks […]

What is Furlough Leave? (The Corona Virus Job Retention Scheme)

furlough leave

The Coronavirus Job Retention Scheme is a short-term scheme open to all UK employers (Also known as Furlough Leave) for at least three months starting from 1 March 2020. It is built to support organisations whose business have been severely affected by coronavirus (COVID-19). Organisations can use a portal to claim for 80% of furloughed […]

9 changes coming to employment law in April 2020

employment law changes in april 2020

Take a look at the changes to employment law coming into effect in April 2020 Changes to written statements From 6th April 2020, the requirement to provide a written statement of terms and conditions extends to workers. This includes casual and zero-hours workers. The legal right to a statement not anymore demands a minimum amount […]

Handling a Sexual Harassment Complaint

sexual harassment

As an employer, you should: take any complaint of sexual harassment very seriously handle it fairly and sensitively The employee or worker making the complaint may start by talking to you to try and resolve the problem. If they do not feel comfortable doing this or the issue is particularly serious, they can raise a formal grievance. […]

What is a Reasonable Adjustment?

Reasonable Adjustments

A ‘reasonable adjustment’ is a change to remove or reduce the effect of: an employee’s disability so they can do their job a job applicant’s disability when applying for a job The reasonable adjustment could be to: the workplace the ways things are done get someone to help the employee or job applicant Example of […]

What to do when an employee raises a grievance

Grievance

Many workplace problems can be resolved informally, for example through a quiet chat.  An employee could raise a problem informally by telling their line manager or someone else at work (for example, another manager or someone in HR). It does not have to be in writing at this stage. Take the problem seriously If an […]

Supporting employees during redundancy

Support Staff During Redundancy

Redundancy can create difficult situations and conversations in your organisation. You should think about how to support:  employees at risk of redundancy managers who are breaking the news the people leading the consultation employee representatives staff that are staying on It’s often forgotten that those staying on experience stress from seeing colleagues and friends being […]

Calculating Redundancy Pay

Calculating Redundancy Pay

You must pay redundancy to employees who have: an employment contract worked for 2 full years  How to calculate redundancy pay You must pay at least the statutory amount to your employees. Use the GOV.UK redundancy pay calculator to work out an employee’s statutory redundancy pay.   How much redundancy pay each employee gets depends on their age […]

Giving the notice to make an employee redundant

Redundant Notice

You can only give notice and make an employee redundant once you’ve finished consulting everyone. It’s best to tell an employee face-to-face that you’re making them redundant. You should also let them know in writing. You should include in the letter: their notice period leaving date how much redundancy pay they’re due how you calculated the […]

Selecting employees for redundancy

Selecting Employees for Redundancy Image

Selecting employees for redundancy must be done in a fair way and not discriminate against any individuals or groups. It’s a good idea to use selection criteria to help you choose which employees to make redundant. You should base the criteria on: standard of work skills, qualifications or experience   attendance record (do not include […]