During April, the impact of the repeal of the dispute resolution procedures at the beginning of the month was evident, with the most frequently asked question on XpertHR concerning whether or not employers are obliged to deal with grievances raised by ex-employees.
Other popular FAQs covered maternity leave in connection with annual leave and car allowances, and whether or not it is acceptable to ask employees of foreign origin to communicate in English while at work?
- Is an employer required to deal with a grievance raised by an ex-employee?
- Where a transferee has no need for the employees transferred to it under TUPE, can the selection pool for redundancy include only the transferred employees, or must it also include the transferee’s existing workforce?
- Where an employee is unable to take all the statutory annual leave that she has accrued during maternity leave during that annual leave year, because she is on maternity leave, must she be allowed to take it during the following year?
- Where an employee is provided with a car allowance instead of a company car can this be withdrawn if she goes on maternity leave?
- Where an employer accepts an employee’s application to change from full-time to part-time work must it permit a change back to full-time work if the employee later requests this?
- What does the phrase ‘without prejudice’ on a letter mean?
- Where an employer has groups of employees of foreign origin is it acceptable to ask them to communicate in English while at work?
- Must an employee have been employed for a particular period of time before he or she can claim constructive dismissal?
- Where a pregnant employee has two jobs will she be entitled to statutory maternity pay from each employer?
- Where an individual has been employed on a 12-month fixed-term contract to cover maternity leave, can the employer terminate the contract early if the woman on maternity leave decides to return early?
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