There will be times where behaviours or performance do not meet expectations and if they cannot be avoided, they should at least be handled well and in accordance with your company’ s own policy and statutory legislation, by doing so you can ensure you are treating your employees fairly and consistently. If, following a thorough… read more
Grievances are usually raised by employees as a result of concerns, complaints or problems to do with their working environment. It could be that they have concerns about contractual issues, complaints about colleague’s behaviour, feel they are a victim of discrimination or are not happy with particular practices at work. It’s important as a Manager… read more
How to Improve Productivity and Reduce Costs by Managing Absence Managing absence correctly is important for both the Employee and the Employer; it can have a big impact on staff morale and productivity as well as cost. It may not always be an employee’s fault if they are sick, or taking time off to look… read more
Managing poor performance is often avoided by managers as they are concerned about confrontation and having a difficult conversation. If poor performance is tolerated, employees learn that it’s ok to do less than their best or fall short of expectations. If handled properly, there are positive benefits to having that conversation, such as improved awareness… read more
Tips and Guides for Managers A contract of employment is an agreement between you, as an employer, and your employees and outlines the basis of the employment relationship. Although a contract ‘starts’ when an offer, either written or verbal, is accepted most employees are legally entitled to a written statement of the main terms and… read more
UK law requires employers to check that any new member of staff has the right to work in the UK. There are stiff penalties for employers who do not comply. There is a simple three step approach you can take. Step 1 – ‘Obtain’: obtaining original versions of one of the more acceptable immigration documents…. read more
Statutory and Contractual Holiday Rights Workers have a statutory right to at least 28 days’ paid holiday each year under the Working Time Regulations 1998 (WTR), with an equivalent pro-rated entitlement for part-time workers. Employers may count paid bank holidays as part of this entitlement. Some workers may have more favourable contractual rights to holiday… read more
Tips and Guides for Managers Conducting performance reviews can be time consuming and are often avoided by managers as they don’t want to have those difficult conversations. They are however a great opportunity for a two way conversation. Apart from sharing an interest in your staff member, they can boost morale, help with resource planning,… read more
Employees who have at least 26 weeks’ continuous service have the right to submit requests to their employers for flexible working. Employers may, if they wish, extend the right to request flexible working to all employees. Eligible employees may request changes to the number of hours they work, the time of day or days of… read more
Whenever bad weather strikes and some employees are unable to get to work, employers will need to allow for some flexibility but the bottom line is that it is an employee’s duty to attend work. As an employer it is a balance between minimising disruption to the efficient running of your business with the health… read more
