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Practical guidance on dealing with employment issues caused by severe weather or disruptions to public transport, for example where employees are late or unable to get to work due to public transport strikes, flooding or snow.
A table setting out the statutory rights to time off work.
Practical guidance on dealing with employees who submit trivial grievances or grievances repeating allegations.
A summary of the nine characteristics that are protected from unlawful discrimination and the legislative framework that applies to each protected characteristic.
Jump to Sickness or injury - Practical guidance on dealing with an employee who returns late from holiday, including investigating the unauthorised absence and taking disciplinary action.
The law on unfair dismissal, including fair reasons for dismissal such as capability, misconduct, redundancy and some other substantial reason, the effective date of termination, fairness in the circumstances and unfair dismissal compensation.
Jump to Wait or create - A guide that looks at how to identify gaps in performance and develop solutions to bridge those gaps, to ensure that everyone in the organisation performs at their best.
Jump to To fight or settle? - Practical guidance on deciding whether to settle or fight a tribunal claim, including legal costs; chances of success; and potential compensation awards.
Practical guidance on managing requests under the right to make a request in relation to study or training, including time off for training; and grounds for refusing a request.
A model policy to to set out your organisation's approach to managing alcohol or drug misuse at work.
Jump to Paid or unpaid leave - Practical guidance on devising and implementing a policy on compassionate leave, for example for bereavement, relationship difficulties or to care for a family member, including statutory time off for dependants.
Practical guidance on implementing a lay-off or short-time working, including entitlement to guarantee payments and statutory redundancy pay.
Jump to Negative or misleading references - The law on providing references, including the referee's duties to the recipient of the reference and to the employee who is the subject of the reference, the consequences of failing to provide a reference, the referee's data protection obligations, and the referee's various liabilities where it provides an unfair, inaccurate or misleading reference.
Jump to Internal or external mediators - Leading practice guidance discussing when it is appropriate to use mediation and how to embed and promote it effectively in your organisation.
Jump to Ambiguous wording or behaviour - Line manager training guide explaining the steps that line managers should take when an employee resigns and the legal implications of a resignation.
A model contract clause setting out terms relating to the provision of a car or car allowance.
Jump to Resignation or agreed exit - Information on discipline and dismissal for employers in the financial sector, covering overview, general notification requirements, disciplinary action and PRA and FCA requirements.
Jump to Stillbirth after 24 weeks, or death occurring soon after birth - Practical guidance on managing an employee who has a miscarriage or stillbirth or whose baby dies after birth, including entitlement to maternity leave and pay and parental bereavement leave and pay.
The law on time off work, including the prescribed reasons for which employers must permit employees to take a reasonable amount of time off work such as time off for dependants, for pregnant employees to attend ante-natal appointments, for adoption appointments, for public duties, for trade union officials to carry out certain duties, and for workers to accompany a colleague to a disciplinary or grievance meeting.
Practical guidance for HR on measures that some employers may be able to take to avoid redundancies due to economic conditions; including reducing hours, redeploying staff and options for making longer-term efficiencies.