HR information solutions for employers of all sizes

This line manager briefing guides line managers through the legal and practical implications of employee resignations. It is accompanied by a PowerPoint presentation, which employers can use to train line managers. 

We provide summaries of recent employment tribunal rulings, including a decision to hold a disciplinary hearing in the employee's absence that rendered her dismissal unfair. 

The Government's independent review of health and safety regulation has turned out to be precisely that, according to Health and Safety Bulletin. 

The Government has published a revised staging timetable for pensions auto-enrolment. 

The economic climate is forcing many employers to scale back their efforts to tackle workplace stress, XpertHR Benchmarking research finds. 

How much does maternity leave really cost employers? Take part in our brief survey on maternity and paternity leave and you will be entitled to a complimentary copy of our findings as soon as our research has been completed. 

With a number of large-scale redundancies having taken place over recent months, consultant editor Darren Newman explains why we can expect challenges over the collective redundancy consultation process.

The Court of Appeal has held that, for there to be an automatic unfair dismissal under TUPE, there does not need to have been a particular transfer or transferee in existence or in contemplation at the time of the dismissal. 

We provide a case study that looks at a situation in which an employer needs its employees to work over the Queen's Diamond Jubilee holiday period. 

Our 2012 calendar covers: forthcoming legislation and cases on appeal; XpertHR surveys, religious festivals; bank and public holidays; and much more.

The Department for Business, Innovation and Skills (BIS) has confirmed that the increase in parental leave to 18 weeks will not be implemented by March 2012. 

Welcome to XpertHR's pay review resources including data on pay awards, economic indicators, forecasts and analysis.

Reward specialists at XpertHR present their pay settlement summary table. 

The median public sector pay award in the year to December 2011 stands at nil, with the Government's public sector pay policy seeing the pay freeze spread across numerous bargaining groups. 

On this week's XpertHR Weekly, we discuss the Government's pension auto-enrolment reforms and their practical implications for employers with special guest, pay expert and XpertHR employment law manual author, Kate Upcraft. The provisions will apply to all employers regardless of their size. We also discuss the causes of stress in the workplace; the detrimental impact it can have on an employee; and what line managers can do to alleviate the situation. 

This line manager briefing provides guidance on the causes and symptoms of stress, and helping employees who are experiencing stress. It also covers the measures to put in place to help prevent stress from occurring. 

The EAT held that, where two or more discriminators cause loss to the claimant, their liability for compensation must be "joint and several", unless it can be shown that each individual discriminator has caused a separate and identifiable part of the loss, in one of the latest case reports added to XpertHR. 

We provide summaries of recent employment tribunal rulings, including an employee betrayed by his union representative after having been dismissed for gross misconduct.

Some commentators predicted that new legislation on agency workers would severely impact on employers' use of temporary workers. What was your experience? Take part in our brief survey and you will be entitled to a complimentary copy of our findings as our research has been completed. 

A new model policy on the use of company property and a contract clause on the return of company property are among the new additions to the XpertHR policies and documents service. 

This week's dilemma concerns an employer that has an employee who is about to have a child using a surrogate mother. 

The Government has confirmed that the increase in the qualifying period for unfair dismissal protection from one to two years will apply only to employees who start a new job on or after 6 April 2012. 

The Employment Appeal Tribunal has held that the employment tribunal was wrong to hold that a former apprentice, who had a “university sponsorship contract” with the respondent company, was an employee and had been unfairly dismissed when that contract came to an end.