Tag Archives: HUMAN RESOURCE MANAGEMENT

Recruitment: Advertising a role

recruitment advertising a job

Check if you need to advertise You’re not legally required to advertise a job, but it’s a good idea to do so.  Advertising a job means:  you’re less likely to break the law by discriminating, even if you did not intend to you’ll probably get a wider range of applicants who are suitable for the job […]

Recruitment: Check you are following discrimination laws

discrimination recruitment avoiding

When hiring, it’s obviously important to find the best person for the job. But you should also check you’re following the law on discrimination. It’s usually against the law to discriminate against a job applicant based on any of the following, known as ‘protected characteristics’: age disability race gender reassignment marriage and civil partnership pregnancy and maternity […]

Working Hours for Young Workers

young workers working time regulations

Workers aged under 18 have extra rights to protect them because of their age. Whether they’re an employee or worker can also affect their rights. Working hours and rest breaks for workers aged 16 or 17 By law, workers aged 16 or 17 must not work more than 8 hours a day and 40 hours a week. […]

Jobs that have different working time rules

30 day notice

The working time regulations law covers: the maximum hours an employee can work each week how much rest they should get Certain types of work do not have to follow all of the regulations due to the nature of the job. Jobs with some exceptions to the working time regulations These types of work are […]

The maximum working hours for employees

maximum working hours

Not sure what the maximum working hours is for an employee? By law an employee cannot work more than an average 48 hours a week unless either of the following applies: they agree to work more hours (known as ‘opting out’ of the weekly limit) they do a job not covered by the law on working hours (sometimes known […]

Managing Paternity

Managing Paternity

By law, your employee must tell you the following information no later than 15 weeks before the date the baby is due: that they’re expecting a child how much paternity leave they plan to take – by law they can take up to 2 weeks the date they want to start their leave Your employee may have […]

Managing Maternity: Returning to Work after Maternity Leave

returning to work maternity leave

Returning to work after maternity leave has ended. The employee’s right to return to the same job depends on how much leave they’ve taken. They’ve taken up to 26 weeks’ maternity leave  They have the right to return to the same job. They’ve taken more than 26 weeks’ maternity leave  They have the right to return to […]

Managing Maternity: Managing Attendance

Managing Maternity Attendance

Managing Attendance during pregnancy. If an employee cannot come to work because of a pregnancy-related illness, they should: report in sick in the usual way get their usual sick pay Pregnancy-related illness can include: morning sickness (nausea and vomiting) tiredness headache backache bleeding If you’re not sure whether an illness is pregnancy related, you can ask […]

Managing Maternity: Planning Maternity Leave

Managing Maternity Leave

Planning maternity leave Before maternity leave starts, you should agree with your employee the best way to keep in touch about important changes or news at work. This includes arranging how you’ll keep in touch (for example, by email). By law you must tell them about: promotion or other job opportunities  redundancies any reorganisation that […]

Managing Maternity: Pay and leave entitlement

Managing Maternity Pay and Levae

Maternity pay starts as soon as your employee starts maternity leave.  Pay set out in the employment contract The employee’s contract should state: how much pay they get when on maternity leave how long they get this pay for Pay set out in the employment contract is known as ‘enhanced’ or ‘contractual’ maternity pay, if it’s above […]