This month's top 10 HR questions (XpertHR

This month's top 10 HR questions

Throughout May, some of the most frequently visited XpertHR FAQs were those recently added to the site as a result of subscriber suggestions - questions on a rise in the limit of a week's pay coinciding with the notice period for a redundant employee, and the qualification requirements for trade union officials who accompany workers to disciplinary or grievance hearings. Others concerned employees returning to work when they're signed off sick by a doctor, and asking job candidates about their sickness record.

1. Where an employee is made redundant shortly before the annual increase in the limit of a week's pay, but is paid in lieu of notice, which limit should be used to calculate his or her redundancy payment?

2. Where an employee chooses to be accompanied at a disciplinary or grievance hearing by a union official, is the official required to be qualified or trained in this role?

3. Can a woman bring an equal pay claim on the basis that a female comparator earns more than she does?

4. Does the right to time off for dependants include time off to care for a sick child?

5. If an employee has been signed off work by his or her doctor for a particular period can the employer allow the employee to return before the end of that period?

6. Are there any risks attached to asking job candidates about the number of days' sickness absence they have had in the past year?

7. What role do line managers play in Investors in People recognition?

8. Can an employee claim unfair dismissal where a contract that was entered into for the completion of a specific task comes to an end?

9. Is there an obligation on employers to increase the holiday entitlement of TUPE-transferred staff to match that of their existing workforce?

10. Where an employer wishes to reward employees for low sickness absence, what factors must it take into account?

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