Workflows

Choose a workflow from the list to find out more
about each procedure.



Adoption: Handle an adoption leave and pay request (UK adoption situation)

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.

Agency workers: Employ an agency worker as a permanent member of staff

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.

Death of a worker: Respond to notification of the death of a worker

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.

Discipline: Deal with a misconduct issue

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.

Flexible working: Respond to a statutory request to work flexibly

Deal with statutory requests to work flexibly – for example to job-share, work part time or work from home – in compliance with the legislation.

Grievances: Deal with a formal grievance

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.

Health and safety: Deal with an employee's request for an eye and eyesight test

Deal with a request from an employee, or prospective employee, for an eye and eyesight test under the Health and Safety (Display Screen Equipment) Regulations 1992.

Jury service: Deal with the situation where an employee is summoned for jury service

Deal with the legal and practical issues that arise when one of your employees is summoned to attend jury service.

Medical reports: Obtain a medical report on an employee

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.

Overpayments: Deal with an accidental overpayment discovered after employee has left organisation

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.

Overpayments: Deal with an accidental overpayment made to an employee

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.

Paternity: Handle a paternity leave and pay request (birth situation)

On being notified of an employee's plans to take paternity leave in respect of a new baby, ascertain his entitlement to one or two weeks' paternity leave and pay to be taken around the time of the child's birth.

Paternity: Handle a paternity leave and pay request (UK adoption situation)

On being notified of an employee's plans to take paternity leave in respect of a newly adopted child, ascertain his or her entitlement to one or two weeks' paternity leave and pay to be taken around the time of the child's placement.

Pensions auto-enrolment: Assess an individual to ascertain your duties in relation to him or her

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.

Pensions auto-enrolment: Prepare for pensions auto-enrolment

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.

Pregnancy and maternity: Assess the risks to a pregnant employee

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.

Pregnancy and maternity: Assess the risks to an employee who is a new mother or breastfeeding

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.

Pregnancy and maternity: Manage an employee's maternity leave and pay

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.

Redundancy: Conduct a redundancy process

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.

Redundancy: Conduct an election for employee representatives for collective redundancy consultation

Where employee representatives are required for collective redundancy consultation, conduct an election in accordance with the Trade Union and Labour Relations (Consolidation) Act 1992.

References: Provide a reference on a former or current employee

Provide a reference on a current or former employee, in accordance with the Data Protection Act 1998.

Reserve forces: Managing a reservist’s mobilisation

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.

Resignation: Deal with an employee's resignation

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.

Sunday working: Deal with a shop or betting worker's notice to opt out of Sunday working

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.

Sunday working: Explain right to object to Sunday working to a non-protected shop or betting worker

Provide a written statement to a shop or betting worker setting out his or her right to opt out of Sunday working.

Terms and conditions: Vary an employee's terms and conditions

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.

Training: Respond to a statutory request in relation to study or training

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.

TUPE: Conduct an election for employee representatives for TUPE consultation

Where an employer requires employee representatives in order to inform and consult them on a TUPE transfer, conduct an election in accordance with TUPE.

Working time: Obtain a worker's agreement to opt out of the 48-hour working week

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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