XpertHR.co.uk

Spotlight Featured resources on XpertHR

• Podcast: Whistleblowing

  Type:

  Audio and video

  We are joined by Matthew Perry, solicitor at Wedlake Bell, to explore common issues relating to whistleblowing.

• New model TUPE letters

  Type:

  Editor's choice

  XpertHR's Policies and documents tool has been enhanced with the addition of a model farewell letter from a transferor to individual employees shortly before a TUPE transfer, along with a model welcome letter from a transferee to individual employees shortly after a transfer.

• Race discrimination: Posting offensive image on Facebook not done "in the course of employment"

  Type:

  Law reports

  In Forbes v LHR Airport Ltd, the Employment Appeal Tribunal held that an employer was not vicariously liable for racial harassment when an employee posted an image of a golliwog on her Facebook account.

• Agency workers: No entitlement to same number of hours as permanent staff

  Type:

  Law reports

  In Kocur v Angard Staffing Solutions Ltd and another, the Court of Appeal held that agency workers' entitlement to the "same basic working and employment conditions" as permanent staff after 12 weeks does not extend to being given the same number of hours' work.

• Modern slavery and human trafficking statement

  Type:

  Policies and documents

  Updated to highlight the Government's plans to extend the requirement to publish modern slavery statements to the public sector and introduce a single annual reporting deadline.

• Podcast: Positive action

  Type:

  Audio and video

  We discuss the legal and practical issues that employers need to think about when contemplating positive action.

• Take part in our learning and development survey

  Type:

  Editor's choice

  XpertHR is conducting research on UK employers' learning and development strategy, provision and priorities and their use of coaching. Take part in this survey to receive the latest data on how your organisation compares.

• Supreme Court rules on correct test for severance in restrictive covenants

  Type:

  Law reports

  In Tillman v Egon Zehnder Ltd, the Supreme Court allowed the appeal and held that a six-month non-compete clause was enforceable because the unenforceable part of the clause was capable of being severed.

• Webinar: How to promote good mental health

  Type:

  Audio and video

  Uxshely Chotai, a qualified lawyer, psychotherapist and trainer who delivers mental health training with byrne-dean, discusses the practical steps that a line manager can take to create a working environment that is conducive to good mental health.

• Age discrimination: Absence of means justified pay policy favouring older officers

  Type:

  Law reports

  In Heskett v Secretary of State for Justice, the Employment Appeal Tribunal upheld the tribunal decision that absence of means, not "costs alone", justified a discriminatory pay policy.

• Take part in our absence triggers and targets survey

  Type:

  Editor's choice

  Absence records, triggers and targets can be valuable tools in reducing levels of staff absence. Our research will identify best practice in the area of absence management and assess the effectiveness of various policies in order to assist HR practitioners.

• How St John Ambulance is developing its future managers

  Type:

  Case studies

  St John Ambulance talks to XpertHR about its programme to develop future managers and how this has increased self-awareness and improved practical skills, as well as leading to better relationships between units.

• Police sector: Workplace culture and leadership style

  Type:

  Commentary and analysis

  We look at how workplace culture and leadership style are evolving in a police service facing changing challenges.

• Associative discrimination: Four scenarios for employers to look out for

  Type:

  Legal guidance

  The wording of the Equality Act 2010 means that employers can be liable for "associative discrimination", which is sometimes referred to as "discrimination by association". We explain the concept and set out four example scenarios that HR professionals, line managers and employees should avoid because they might lead to claims of associative discrimination.

• Perceptive discrimination: Four scenarios for employers to avoid

  Type:

  Legal guidance

  The way in which the Equality Act 2010 is drafted means that employers can be liable for "perceptive discrimination", which is sometimes referred to as "discrimination by perception". We explain what this means and set out four example scenarios that HR professionals, line managers and employees should avoid because they might lead to perceptive discrimination claims.