The two May bank holidays were occupying HR professionals last month, prompting the question: are part-time workers entitled to bank holidays? Another popular question concerned how to deal with bank holiday entitlement for employees on maternity leave.
Other frequently asked questions focus on redundancy and alternatives to redundancy, including whether or not an employee’s salary is protected if he or she accepts a less well-paid position as an alternative to redundancy.
- Are part-time workers entitled to bank holidays?
- Where an employee has been given notice of redundancy, where he or she seeks to leave before the end of the notice period to take up a new job will this affect his or her statutory redundancy payment?
- Can an employer change the date on which it pays its employees?
- Where an employer has granted an employee’s request to work beyond retirement age, but that employee subsequently becomes redundant, is he or she entitled to statutory redundancy pay?
- Are employers required to provide pay or time off in lieu of bank holidays that coincide with maternity leave?
- Where an individual has accepted an employment offer can the employer withdraw it where, for example, a freeze on recruitment has subsequently been put in place?
- If an alternative but less well-paid position is offered to a redundant employee, is there any obligation on the employer to continue paying the employee at his or her current level?
- When providing a reference what duties does an employer owe to a former employee when the employment has terminated during unresolved disciplinary proceedings?
- 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?
- When does a temporary or casual worker become an employee?
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