Susie was interviewed by Robert Glazer of Ripe Financial Chartered Accountants. Robert asked her a number of questions regarding the work of Your HR Partner. They covered a range of topics from drafting Employment Contracts and Staff Handbooks to advice on Appraisals and Restructuring. To view the interview in full click on the link below: http://www.ripefinancial.com/expertvideo/robert-interviews-hr-expert-susie-kaye/
There will be no annual increase to the weekly rates of statutory maternity pay, statutory paternity pay, statutory adoption pay and statutory shared parental pay in April 2016. Statutory sick pay will also remain the same.
From April 2016, employers will need to pay staff aged 25 and over the national living wage, which will become the top rate of the national minimum wage. For those aged under 25, lower national minimum wage rates will apply. The national living wage will initially be set at £7.20. Another change concerning minimum pay is the doubling of the penalty for failure to pay staff the national minimum.
As of May 2015, employers using so called ‘zero hours’ employment contracts are no longer able to require such staff to work exclusively for them. Any provision in a ‘zero hours’ employment contract which prohibits the worker from working for another employer, or requires the employee to first get the employer’s consent is unenforceable. This gives zero hours employees the ability to supplement their incomes by undertaking work for other employers without being in breach of the terms of their employment contract.
If an employee has completed one year’s service with an employer, they are now entitled to 18 weeks unpaid parental leave for each child born or adopted. The leave can start once the child is born or placed for adoption, or as soon as the employee has completed a year’s service, whichever is later. Employees can take it at any time up to the child’s 18th birthday. A request should be made to an employer giving 21 days notice of the start date of the parental leave, the employer may ask for this to be in writing. As long as the employee qualifies for parental leave and gives the employer the correct notice the employee should be able to take...
Shared Parental Leave is for parents of children born after 5 April 2015. It is designed to give parents more flexibility in how to share the care of their child in the first year following birth or adoption. Parents will be able to share a ‘pot’ of leave, and can decide to be off work at the same time and/or take it in turns to have periods of leave to look after the child. To qualify, the mother or adopter must be entitled to some form of maternity or adoption entitlement, have given notice to curtail it and must share the main responsibility for caring for the child with the named partner. For a parent to be eligible to take...