Making allowances for observance to employees of one religion, but refusing to provide equivalent benefits to employees of a different one, will amount to direct religious discrimination. Having a policy on religious observance during working hours should have a positive impact on employees. On the other hand, an absence of such a policy, together with a failure to be supportive towards employees whose religious beliefs require them to observe certain practices, could lead to accusations of religious discrimination.
Employment legislation is constantly changing and your HR policies can easily get out of date.
Here I outline the key policies that have changed in the last few years.
The Presidents of the Employment Tribunals (England & Wales) and (Scotland) have issued a joint Second Addendum to the Presidential Guidance originally Issued on 5 September 2017. It contains the (now) annual update to the Vento guidelines, setting out the
How To Guide Rogue Employees What Is A Rogue Employee? A rogue employee is someone who has stopped complying with the company policies and is behaving in an unscrupulous manner not amenable to the company’s reputation. This often occurs when
This post provides a reminder to the Right to Work checks which every employer has a duty to carry out before employing a new member of staff, my guidance covers what documents you should check and when they should be checked.
I also provide a link to download the Home Office Right to Work Checklist so you can be sure you are asking your potential employees for the right documents:
EU Settlement Scheme As 29 March 2019 draws ever nearer, it remains unclear what post-Brexit Britain will look like. One of the few things we know for sure, however, is that freedom of movement will be a thing of the
In this article I look at the common causes of unsatisfactory absence, what the national standards of absence are and what you can do to reduce unsatisfactory levels of absence.
Research suggests that Return to Work Meetings are a good way of combating persistent absences as most staff will think twice about skiving off work it they know that the absence will be noticed and will be inquired into by management on their return to work.
Read my Top Tips to carrying out return to work meetings and download my template return to work meeting form.
How To Deal With An AWOL Employee. Read my Top Tips to dealing with an employee who fails to turn up for work without prior authorisation and does not attempt to contact you to explain their absence.
Adverse weather such as flooding or snow can cause various headaches for employers including: absence or lateness due to travel disruptions; the closure of nurseries or schools leading to childcare problems for employees and health and safety concerns.
Read my Top Tips to managing working time and time off work under adverse weather conditions and download my model adverse weather policy.