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On being notified of an employee's match with a child for adoption, ascertain his or her entitlement to adoption leave and pay. Respond to the employee's notice within 28 days.
Turn a temporary agency worker into a permanent employee, having considered the various options by which you can do so, and ensuring that you comply with the terms of business between you and the agency.
On being notified of a worker's death, handle the practical and legal issues in a considerate manner, including notifying staff and external contacts, and dealing with the worker's final salary and any other payments due.
Ensure that you deal with misconduct issues in accordance with the Acas code of practice, carrying out a fair investigation, holding a disciplinary meeting and offering the right of appeal.
On receiving a discrimination questionnaire, deal with the practical and legal issues correctly, including identifying and collating the information required to answer the questionnaire, and answering within the prescribed deadline.
Deal with statutory requests to work flexibly – for example to job-share, work part time or work from home – in compliance with the legislation.
Deal with formal grievances in line with the Acas code of practice, inviting the employee to a meeting to discuss his or her grievance and offering the right of appeal against your decision.
Deal with the legal and practical issues that arise when one of your employees is summoned to attend jury service.
Obtain a medical report on an employee to apprise yourself on his or her health or medical condition. Ensure that you comply with the requirements of the Access to Medical Reports Act 1988 and the Data Protection Act 1998.
On discovering that an accidental overpayment has been made to an employee who has left the organisation, deal with the practical and legal issues involved in recovering the overpayment by way of making a deduction from the ex-employee's final salary, where possible, or by repayment or by bringing a civil claim for restitution.
On discovering that an accidental overpayment has been made to an employee, deal with the practical and legal issues involved in recovering the overpayment by way of repayment, by making deductions from the employee's salary, or by bringing a civil claim for restitution.
On being notified of an employee's plans to take additional paternity leave in respect of a new baby, ascertain his entitlement to additional paternity leave and pay. Respond to his notice of his additional paternity leave plans within 28 days.
On being notified of an employee's plans to take additional paternity leave in respect of a newly adopted child, ascertain his or her entitlement to additional paternity leave and pay. Respond to the employee's notice of his or her additional paternity leave plans within 28 days.
On being notified of an employee's plans to take ordinary paternity leave in respect of a new baby, ascertain his entitlement to one or two weeks' ordinary paternity leave and pay to be taken around the time of the child's birth.
On being notified of an employee's plans to take ordinary paternity leave in respect of a newly adopted child, ascertain his or her entitlement to one or two weeks' ordinary paternity leave and pay to be taken around the time of the child's placement.
Carry out an assessment of an individual to see what your pensions auto-enrolment duties are in relation to him or her. Auto-enrol eligible jobholders into a qualifying pension scheme and provide specified information to other categories of worker.
Prepare for your organisation's pensions auto-enrolment staging date, the date from which you will be required to auto-enrol specified workers into a qualifying workplace pension scheme and make mandatory employer contributions.
Carry out a health and safety risk assessment for a pregnant employee. Where a risk exists there may be an obligation to alter her duties, offer suitable alternative employment or suspend her.
Carry out a health and safety risk assessment for an employee who is a new mother or breastfeeding. Where a risk exists there may be an obligation to alter her duties, offer suitable alternative employment or suspend her.
On being notified of an employee's pregnancy, ascertain her entitlement to maternity leave and pay. Respond to her notice of her maternity leave plans within 28 days.
Select employees for redundancy, bearing in mind your obligation to consult – potentially on both an individual and a collective level – and follow a fair procedure.
Where employee representatives are required for collective redundancy consultation, conduct an election in accordance with the Trade Union and Labour Relations (Consolidation) Act 1992.
Provide a reference on a current or former employee, in accordance with the Data Protection Act 1998.
Manage a reservist's mobilisation when you receive a call-out notice stating that the employee has been called out for a period of military service.
On being notified of an employee's intention to resign, check his or her contractual obligations regarding notice, restrictive covenants and the return of company property. Respond to the employee in writing without delay.
On receiving notice from a "non-protected" shop or betting worker that he or she wishes to opt out of Sunday working, deal with the practical and legal issues correctly.
Provide a written statement to a shop or betting worker setting out his or her right to opt out of Sunday working.
Make changes to an employee's terms and conditions of employment, bearing in mind your obligation to consult – potentially on both an individual and a collective level – and follow a fair procedure in the event that dismissal and re-engagement is required.
Deal with statutory requests in relation to study or training – for example requests for time off for training or that the employer organise training – in compliance with the legislation.
Where an employer requires employee representatives in order to inform and consult them on a TUPE transfer, conduct an election in accordance with TUPE.
Follow the correct process for obtaining a worker's agreement to opt out of the 48-hour working week under the Working Time Regulations, including determining whether or not the worker is exempt from the 48-hour week or covered by other rules, and deciding on the terms of the opt-out agreement.
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