Employers’ Duty of Care for Stress: Key Responsibilities
Employers are under a legal duty to assess the risk of workplace stress for their workers and to take appropriate action to ensure their wellbeing. In addition to meeting the duty of care, employers should be concerned with the wider implications of work-related stress. Stress can significantly impact a business and its workforce, affecting absence, performance and […]
Dealing with a Malicious Grievance
Being on the receiving end of a complaint at work can be an extremely stressful and worrying time, especially where the grievance raised is vexatious, malicious and deliberately intended to make life difficult for you. Below we look at how to deal with a malicious grievance at work, either as an employer or senior employee, […]
Redeployment Rights: Guide for Employers
During the redundancy process, one of the requirements on the employer is to explore all suitable alternatives to making someone redundant. This could include considering options to redeploy the worker to a different role or a different part of the organisation. Employees do, however, have certain redeployment rights, making this a complex area of the […]
Right to Be Accompanied: Employer Guidance & Rules
The right to be accompanied is a legal entitlement under the Employment Relations Act 1999, allowing employees and workers to bring someone with them to certain workplace meetings, such as a disciplinary or grievance hearing. Employees can choose to be accompanied by a colleague, a trade union representative or an official employed by a trade […]
Fixed Term Contracts: Pros & Cons for Employers
Hiring someone on a fixed term contract (FTC) enables the employer to specify how and when employment will end. This could be on a specific date, or on the occurrence of a particular event, such as the conclusion of a project or the return of the permanent post-holder from a period of absence. While there […]
Disciplinary Procedure Guide for Managers
When an employee has acted inappropriately at work or they have gone against company policy, employers can respond by taking disciplinary action. Embarking on a formal disciplinary procedure may become necessary to ensure that any unacceptable or improper behaviour at work, or poor performance matters, that cannot be resolved informally are appropriately addressed. Regardless of […]
Fit Note Guidance for Employers
A fit note, officially known as the Statement of Fitness for Work, is a medical document issued by a qualified healthcare professional in the UK. It is used to confirm whether an employee is unfit for work or may be fit for work with adjustments. Fit notes are typically required after seven consecutive days of […]
Employee Assistance Programme: HR Guide
An Employee Assistance Programme (EAP) is a workplace initiative designed to support employees with personal or professional issues that may impact their wellbeing, productivity or performance. Typically funded by the employer, EAPs provide confidential services such as counselling, mental health support, legal advice and financial guidance. The programmes can be delivered via telephone, online resources […]
Staff Turnover: Causes, Impact & How to Reduce It
Staff turnover refers to the rate at which employees leave a company and are replaced. It includes voluntary resignations, retirements, dismissals or redundancies. While some turnover is natural, high staff turnover can be costly and disruptive for UK employers. Given current talent and skills shortages across all areas of the economy, it has become business-critical […]
Favouritism in the Workplace: What Employers Need to Know
Favouritism in the workplace, or being perceived to be treating some staff more favourably than others without good reason, can create tensions and expose employers to legal claims. Favouritism in the workplace can happen when an individual, usually someone in a more senior position, treats one employee more favourably than another for reasons that are […]