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 […]
Tag Archives: employerrelations
06
Mar
Mar
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 […]
05
Mar
Mar
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 […]
04
Mar
Mar
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 […]
03
Mar
Mar
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 […]
02
Mar
Mar
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 […]
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 […]
29
Feb
Feb
If someone needs time off because a person close to them has died, it’s important their employer approaches the matter sensitively. For example: giving the person the time they need to deal with the bereavement considering the person’s physical and emotional wellbeing, including once they’ve returned to work A sensitive approach can help keep a […]
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 […]
26
Feb
Feb
If an employer gives a reference it must be accurate and fair. The employer giving the reference can decide how much they include. References can be short or long – for example, a ‘basic reference’ or a ‘detailed reference’. What a basic reference says A basic reference (or factual reference) is a short summary of […]