Latest Posts

The General Data Protection Regulations – GDPR

October 3, 2017 2:28 pm Published by

The General Data Protection Regulations – GDPR- come into force on 25 May 2018. The key changes for Employers concern consent, subject access requests, and automated decision making. The GDPR will require 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 Kaye interviewed by Robert Glazer, Ripe Financial Chartered Accountants

January 20, 2016 3:05 pm Published by

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:

Statutory pay rates to remain static

January 14, 2016 12:11 pm Published by

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.

Living wage to be introduced in April 2016

January 11, 2016 11:47 pm Published by

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.

‘Exclusive’ Zero hours Contracts unenforceable

May 26, 2015 5:29 pm Published by

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.

Changes to Parental Leave

April 13, 2015 3:47 pm Published by

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

April 13, 2015 12:22 pm Published by

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...