Do you need to make redundancies? This guide summarises the consultation process and explains the need for ‘pools’ and objective criteria. For advice around your specific needs, as well as an analysis of your contractual obligations, statutory redundancy pay and the relevant letters please contact us on 020 8346 8686 or via email@example.com
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With effect from 1 July 2020 the Government introduced changes to the Job Retention Scheme (CJRS) which enable an Employer to bring their staff back to work on a part-time basis and furlough them for their remaining contractual hours. It is important that there is a written agreement in place for each employee detailing the hours they will be working and these should be kept for five years. This video clip gives more detail regarding the changes to the CJRS.
On 20 March 2020 the Government announced that due to the difficulties organisations are facing in this global pandemic they would set up a fund to pay towards staff salaries for roles which would otherwise be laid off. In order to receive these funds employees need to agree to ‘Furlough leave’ which means they cannot work for their employer for a temporary period. Employers can claim up to 80% of salary for each furloughed employee up to a maximum of £2500 per month per employee. The employees need to have been on PAYE from 28 February 2020. Employers will need to put in place a temporary contract variation with staff. If you would like assistance with this or have any...
With effect from 6 April 2019 employers are now required to provide workers with an itemised pay statement when they pay any salary or wages to workers. Where the employer fails to do this, either in total or because the statement does not comply with the legislation, the worker will have a right to make a reference to an employment tribunal.
The General Data Protection Regulations – GDPR – came into force on 25 May 2018. The key changes for Employers concern consent, subject access requests, and automated decision making. The GDPR requires employers to obtain a higher standard of consent from individuals to their personal data being processed. Subject access requests (where an employee requests information e.g. from their HR files) will need to be completed within one month, rather than the current 40 days. The regulation also introduces a new right for individuals not to be subject to decisions based solely on automated processing that may have a damaging impact on them, whether legally or otherwise, for example recruitment decisions. Such decisions should have human intervention. We recommend that clients: 1. Audit...
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: