Consultation is when you sit down with employees to explain your planned changes and get their feedback and input. Your plans must not be finalised at this stage and you should aim to include any employees’ suggestions or ideas you agree with. Who you must consult You must discuss your planned changes with each employee […]
Tag Archives: CIPD
01
Mar
Mar
You can avoid job losses by planning ahead and looking at other options. Before making employees redundant you should see if you can: offer voluntary redundancy or early retirement agree to flexible working temporarily reduce working hours ask employees to stop working for a short time retrain employees to do other jobs in your business let […]
28
Feb
Feb
Fit notes used to be called sick notes. A fit note is an official written statement from a doctor giving their medical opinion on a person’s fitness for work. They might also make recommendations for how the employer could support the employee. Whether you need a fit note depends on the length of sickness absence. […]
27
Feb
Feb
Apart from annual holiday entitlement, an employee might need time off work for reasons including: short-term and long-term sickness, including mental health conditions helping a child, partner or relative bereavement medical appointments pregnancy-related illnesses and appointments, including IVF bad weather conditions, making travelling to work difficult or impossible Each workplace might have different rules on what […]
25
Feb
Feb
Once you’ve decided who to hire, you’ll need to make them a job offer. You can make a job offer verbally, but it’s better in writing to avoid misunderstandings later on. What to include in a job offer letter The letter should include: the job title confirmation you’ve offered them the job any conditions, for example that […]
24
Feb
Feb
You do not have to interview someone before giving them a job unless your business has rules that say you do. Even if you do not have to interview, doing so is a good idea so that you: can find out if the person really is right for that job do not leave anyone thinking […]
It’s a good idea to listen to an appeal if your employee: has information that was missed or not available when you made the decision feels you did not follow your workplace’s policy or the Acas Code of Practice on flexible working requests There’s no legal right for an employee to appeal a flexible working request. […]
04
Feb
Feb
Some employees will have a legal (‘statutory’) right to ask for a change to their contract with a ‘flexible working request’. For example, they might ask to: reduce their hours to work part-time change their start and finish time have flexibility with their start and finish times (sometimes known as ‘flexitime’) do their hours over […]
03
Feb
Feb
If a proposed change is covered by the employment contract, the employer can bring in the changes. Check if there’s anything in the contract that says the employer can amend (‘vary’) specific terms of employment, for example: hours or days worked rates of pay the place of work Legally this is known as a ‘flexibility clause’ […]
02
Feb
Feb
The following must all be included in the same document (the ‘principal statement’): the employer’s name the employee’s name the start date (the day the employee starts work) the date that ‘continuous employment’ (working for the same employer without a significant break) started pay, including how often and when (for example, £1000 per month, paid on […]