On 22 September 2020, Prime Minister Boris Johnson addressed the nation on the latest on the Covid-19 pandemic following a spike in cases across the country. New guidance on working from home has caused confusion for many. Here is a Q&A guide on what it all means.
If you’re asking yourself, ‘has my business committed furlough fraud’, you may be questioning if you used the scheme correctly. Here is our guide…
Taking up references prior to new starters joining the team should be common practice, but what about other checks? ‘Right to Work’ checking is a legal requirement with criminal penalties if you fail to comply. Yet this is an example of how critical these pre-employment checks are
Employees have a number of rights which must be addressed and accommodated during redundancy, depending on how long they have worked for the business.
Whatever the size of your business, any return to work may be subject to carrying out a health & safety risk assessment.
RIDDOR (The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013) is the law that requires employers – and others in charge of work premises – to report and keep records of certain incidents at work. For Covid-19 cases, the Health and Safety Executive (HSE) has clarified that, in certain circumstances, employers must report new cases of Covid-19.
What happens when we go back to work after the coronavirus (COVID-19) lockdown? We answer question currently being asked by employers and employees alike.
This guide provides comprehensive answers to the principal questions employers are likely to have, enabling you to decide whether furloughing staff is the right option for your business, and how to best safeguard the wellbeing of your employees.
If you haven’t already started a dialogue with your staff on the EU Settlement Scheme, then the following information will also be useful to help you do that too.
Apprenticeships are work-based training programmes. They are open to everyone aged 16 or above. Employers wishing to hire apprentices should be aware that their management of the apprenticeship must meet certain conditions.
Knowing the rights of employees is essential for employers when devising appropriate flu-related policies — particularly with regard to the provision of flu jabs in the workplace.
It is vital that employers are familiar with the specific litigation surrounding reducing remuneration, prior to initiating any form of discussion surrounding pay cuts. This the best possible means of avoiding successful claims being brought against the company by disgruntled employees.
