Some of the most frequently visited FAQs on XpertHR during June concern the calculation of statutory payments - redundancy pay and SMP - where the employee in question has had a recent change in hours. Questions on the length of time that an ex-employee’s personnel record should be kept, and a change of heart on the employer’s part after a job applicant has accepted a position also feature.
- If a part-time employee temporarily increases her hours for a period prior to her maternity leave, on what basis should her maternity pay be calculated?
- Where an employee has recently changed from full-time to part-time hours how should his or her redundancy payment be calculated?
- Where sales people are employed on a commission-only basis, is their employer obliged to pay the national minimum wage if their commission over a period falls below this?
- May an employer dismiss an employee without notice if it pays him or her for the duration of the notice period?
- Is an employer obliged to supply a reference?
- If an employer makes a job offer and the candidate accepts, can the employer change its mind and withdraw the job offer if nothing has yet been put in writing?
- For how long should an employer keep an employee or ex-employee’s personnel files?
- Are employers under an obligation to provide breastfeeding facilities for nursing mothers?
- Where an employee has been absent on maternity leave must she return to work for a particular period of time before qualifying for another period of maternity leave?
- Can keeping-in-touch days be taken as half days?
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