employment law - The HR Forum - DPG Community2024-03-29T09:39:12Zhttps://community.dpgplc.co.uk/human-resources/feed/tag/employment+lawRight to Work Checks Servicehttps://community.dpgplc.co.uk/human-resources/right-to-work-checks-service2021-08-21T07:57:14.000Z2021-08-21T07:57:14.000ZTheresa Mayne FCIPDhttps://community.dpgplc.co.uk/members/TheresaMayne<div><p>Are right to work checks becoming a bit of a headache for you? Since Brexit, and then COVID, it is likely you are carrying our more right to work checks than before and now that physical checks will be reinstated (from 1st Sept 2021) checking orginal documents for remote workers will be time consuming and possibly expensive if people have to travel to the office just for this check.</p><p>The Post Office is offering an In Branch Verification Service which means that as an employer you can register for this service or employees can simply get their documents certified at their local branch for £12.75.</p><p>This appers to be a great way to conduct these statutary checks, especially if you have large volumes spread accross the country.</p><p>More information can be found here: <span style="background-color:#ffffff;"><a href="https://www.postoffice.co.uk/identity/in-branch-verification-service">https://www.postoffice.co.uk/identity/in-branch-verification-service</a></span></p><p>If you have any experience of using this service, share it here and let us know what you think of it.</p></div>Burdon of Proof in discrimination caseshttps://community.dpgplc.co.uk/human-resources/burdon-of-proof-in-discrimination-cases2021-07-28T13:31:21.000Z2021-07-28T13:31:21.000ZTheresa Mayne FCIPDhttps://community.dpgplc.co.uk/members/TheresaMayne<div><p>Here is an important Supreme Court ruling on burdon of proof. In summary, the claimant must be able to convince a judge that they had suffered detriment due to a protected characteristic. If a claimant is unable to demonstrate the link between detrimant and the protected characteristic, the claim will not proceed. If they can demonstrate the link, burdon of proof switches to the employer to proove that discrimination had not occurred (decisions were not motivated by the protected characteristic).</p><p>Here is a link to the People Management summary of the Royal Mail Group Ltd v Efobi [SC 2021]</p><p> <a href="https://www.peoplemanagement.co.uk/news/articles/claimants-alleging-discrimination-must-provide-evidence-employment-tribunal-supreme-court-rules?utm_source=mc&utm_medium=email&utm_content=PM_daily_28072021.Claimants+alleging+discrimination+must+provide+evidence+at+an+employment+tribunal%2C+Supreme+Court+rules&utm_campaign=7295441&utm_term=3241074#gref">https://www.peoplemanagement.co.uk/news/articles/claimants-alleging-discrimination-must-provide-evidence-employment-tribunal-supreme-court-rules?utm_source=mc&utm_medium=email&utm_content=PM_daily_28072021.Claimants+alleging+discrimination+must+provide+evidence+at+an+employment+tribunal%2c+Supreme+Court+rules&utm_campaign=7295441&utm_term=3241074#gref</a></p><p> </p></div>IR35 - Are you ready for April 2021?https://community.dpgplc.co.uk/human-resources/ir35-are-you-ready-for-april-20212020-12-08T15:43:42.000Z2020-12-08T15:43:42.000ZTheresa Mayne FCIPDhttps://community.dpgplc.co.uk/members/TheresaMayne<div><p>You will be aweare that the roll out of IR35 into the private sector was deferred by 1 year due to COVID-19. This is now just a few weeks away so if you have not started to evaluate working relationships in your busines (where people are off payroll) don't leave it too long!</p><p>HR should identify any self-employed consultants that invoice for their time through a limited company (personal service company) or Intermediary Company. If you have contractors in your business and you fall into the catagory of mediam or large-sized private sector organisation then on obligation is on you to ascertain if the contractor falls within the rules of IR35. There is a government online tool to ascertain if there will be an obligation on the company to deduct income tax and national insurance contributions at source. This can be found here: <a href="https://www.gov.uk/guidance/check-employment-status-for-tax%C2%A0">https://www.gov.uk/guidance/check-employment-status-for-tax </a></p><p>Information about IR35, including HMRC videos, are available here <a href="https://www.gov.uk/guidance/understanding-off-payroll-working-ir35">https://www.gov.uk/guidance/understanding-off-payroll-working-ir35</a></p><p>If a worker provides services to a small client in the private sector, the worker’s intermediary will remain responsible for deciding the worker’s employment status and if the rules apply.</p><p>An intermediary will usually be the worker’s own personal service company, but could also be any of the following:</p><ul><li>a partnership</li><li>a personal service company</li><li>an individual</li></ul></div>Acas Conciliation period extends to 6 weekshttps://community.dpgplc.co.uk/human-resources/acas-conciliation-period-extends-to-6-weeks2020-12-01T17:57:34.000Z2020-12-01T17:57:34.000ZTheresa Mayne FCIPDhttps://community.dpgplc.co.uk/members/TheresaMayne<div><p>The change to the Acas Conciliation process has been quietly implemented so in case you have not seen any notification here is a link to the Acas Conciliation process - in summary the window that conciliation can take place increases from 1 month to 6 weeks from 1st December 2020. </p><p><a href="https://www.acas.org.uk/early-conciliation">https://www.acas.org.uk/early-conciliation</a></p><p>Theresa</p></div>Did you spot the changes to new Flexible Furlough?https://community.dpgplc.co.uk/human-resources/did-you-spot-the-changes-to-new-flexible-furlough2020-11-12T10:56:41.000Z2020-11-12T10:56:41.000ZTheresa Mayne FCIPDhttps://community.dpgplc.co.uk/members/TheresaMayne<div>The new guidance was published on 10th November 2020 (with a couple of corrections added on 12th) clarifying the rules for the extended furlough scheme. Nothing too much of note but there is an important caveat: "The government is reviewing whether employers should be eligible to claim for employees serving contractual or statutory notice periods and will change the approach for claim periods starting on or after 1 December 2020, with further guidance published in late November."The new guidance can be found here <a href="https://www.gov.uk/guidance/check-which-employees-you-can-put-on-furlough-to-use-the-coronavirus-job-retention-scheme?fbclid=IwAR3zI2n6pjamu7q4LypO5E-E4xffAB4Bjb79rDY3UGpH9fq9QO-KmY_ndYs#history">https://www.gov.uk/guidance/check-which-employees-you-can-put-on-furlough-to-use-the-coronavirus-job-retention-scheme?fbclid=IwAR3zI2n6pjamu7q4LypO5E-E4xffAB4Bjb79rDY3UGpH9fq9QO-KmY_ndYs#history</a></div>Safeguarding concerns and employment referenceshttps://community.dpgplc.co.uk/human-resources/safeguarding-concerns-and-employment-references2019-10-17T09:40:04.000Z2019-10-17T09:40:04.000ZJessica Ellwoodhttps://community.dpgplc.co.uk/members/JessicaEllwood<div><p>Hi Everyone,</p><p> </p><p>I just wanted to know what everyones thoughts were on disclosing safeguarding concerns in an employment reference, especially if that person is joining another care provider. It has been a hot topic within my team the past week both providing a refernce and recieving one.</p><p> </p><p>Does anyone know where we stand legally? I feel we have a duty of care to all vulnerable people not just the people we support. If someone has been dismissed or disciplined due to a safeguarding concern - can we disclose that in a refernce if it is factual? And what are the implications if an offer is then withdrawn becuase of a refence we provided?</p><p> </p><p>Thoughts?</p><p> </p><p>Jess</p><p> </p><p> </p></div>CIPD Employment Law Upadate for Students and Tutorshttps://community.dpgplc.co.uk/human-resources/cipd-employment-law-upadate-for-students-and-tutors2019-09-02T09:03:54.000Z2019-09-02T09:03:54.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Morning folks</p><p>This was published 4 days ago and is written by Stephen Taylor who is the Chief CIPD Examiner and is aimed at students (and tutors) as we all do CPD who are studying employment law.</p><p>I have not read this yet, but will be swotting up on development especially related to the Taylor report and the Good work plan as these will start gathering pace for 2020.</p><p><a href="{{#staticFileLink}}3505729201,original{{/staticFileLink}}">CIPD employment-law-update-aug19_tcm18-37458.pdf</a></p><p>Do let me know which parts you find of interest and why.</p><p>KR</p><p>Sarah</p></div>New legislation on the horizon....................https://community.dpgplc.co.uk/human-resources/new-legislation-on-the-horizon2018-09-18T08:58:25.000Z2018-09-18T08:58:25.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Many thanks to Daniel Barnett for the update below:</p><p>"The <a style="color: #5e92e4; font-family: Arial,Helvetica,sans-serif; font-weight: normal; text-decoration: underline;" href="https://danielbarnett.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=fd1611c557&e=bb7752b173" target="_blank" rel="noopener">Parental Bereavement (Leave and Pay) Act 2018</a> has received Royal Assent. It provides a right to two weeks of time away from work for those employees who have lost a child under 18.<br/> <br/> All the detail will appear in supporting Regulations (not yet published) which will contain, amongst other things, details of how much remuneration will be payable during the leave. The Government has said it anticipates introducing Regulations and bringing the Act fully into force by April 2020"</p><p>It will be interesting to see with so much Brexit legisaltion to get through if employment legislation such as the above gets pushed back.</p><p>Regards</p><p>Sarah</p></div>Head of HR at Uber Resigns - How prepared are you?https://community.dpgplc.co.uk/human-resources/how-prepared-are-you2018-07-13T12:01:50.000Z2018-07-13T12:01:50.000ZSam Houltonhttps://community.dpgplc.co.uk/members/SamHoulton<div><p><a href="https://upload.wikimedia.org/wikipedia/commons/thumb/7/79/Uber_App_Icon.svg/1200px-Uber_App_Icon.svg.png" target="_blank" rel="noopener"><img class="align-full" src="https://storage.ning.com/topology/rest/1.0/file/get/50497248?profile=RESIZE_710x" width="290" height="290"/></a></p><p><em>“By failing to prepare, you are preparing to fail” – Benjamin Franklin</em></p><p><em> </em></p><p>What’s the toughest issue you’ve dealt with as an HR representative?</p><p> </p><p>How <em>prepared</em> were you to deal with this?</p><p> </p><p>For Liane Hornsey, Chief People Officer at ‘Uber’, preparation could have prevented catastrophic disaster.</p><p> </p><p><a href="https://goo.gl/SMbvne" rel="nofollow">News broke</a> yesterday that the head of HR at the global taxi fare had been driven to resignation. This comes following an investigation into her handling of racial discrimination allegations.</p><p>Her 18-month stint at the company ended abruptly on Tuesday after she had systematically dismissed internal complaints of racial discrimination.</p><p> </p><p><a href="https://storage.ning.com/topology/rest/1.0/file/get/50497354?profile=original" target="_blank" rel="noopener"><img class="align-right" src="https://storage.ning.com/topology/rest/1.0/file/get/50497354?profile=RESIZE_710x" width="426" height="320"/></a></p><p>Huge cases like this are becoming more common in a working world that is increasingly diverse, which begs the question, are you <em>really</em> prepared?</p><p> </p><p>Business magazine Forbes have made a pretty helpful list of the <a href="https://www.forbes.com/sites/allbusiness/2017/11/13/15-key-steps-for-companies-responding-to-sexual-harassment-or-discrimination-allegations/#169c1b664582" rel="nofollow">ua</a><a href="https://www.forbes.com/sites/allbusiness/2017/11/13/15-key-steps-for-companies-responding-to-sexual-harassment-or-discrimination-allegations/#169c1b664582" rel="nofollow">15 Key Steps for responding to Sex</a><a href="https://www.forbes.com/sites/allbusiness/2017/11/13/15-key-steps-for-companies-responding-to-sexual-harassment-or-discrimination-allegations/#169c1b664582" rel="nofollow">l Harassment or Discrimination Allegations</a>, which is fantastic to form a knowledge base.</p><p> </p><p>For some cases however, a deeper understanding is needed. This is where having CIPD accredited knowledge could be the difference between fronting a company’s HR department and heading to the Job Centre.</p><p> </p><p>For expert training, DPG offer a wide variety of HR qualifications and Toolkits that can have you ready for any situation. Click <a href="https://www.dpgplc.co.uk/courses-qualifications/human-resources/" rel="nofollow">he</a><a href="https://www.dpgplc.co.uk/courses-qualifications/human-resources/" rel="nofollow">re</a> to find the ideal course for you</p><p> </p><p>If you have any stories of HR disasters and how you managed to deal with them, then we’d love to hear from you!</p><p> </p><p>Useful links: <a href="https://www.equalityhumanrights.com/en/advice-and-guidance" rel="nofollow">https://www.equalityhumanrights.com/en/advice-and-guidance</a></p><p> </p></div>Discrimination within recruitmenthttps://community.dpgplc.co.uk/human-resources/discrimination-within-recruitment2018-04-13T13:44:02.000Z2018-04-13T13:44:02.000ZPaul Stricklandhttps://community.dpgplc.co.uk/members/PaulStrickland<div><p>Last week I applied for a job via a Recruiter. They rang me on Tuesday and we had a discussion about the role and my experience, I also mentioned my personal situation that I had taken time out of work to care for my daughter, I then received a further call and they said that their client would like to see me and gave me a date and time for an interview which would have been next Tuesday.</p><p>This morning I received a phone call saying the client had changed their mind, gave excuses that I wouldn't be able to provide work references for the period and they were adamant that it had to be work references.</p><p>Now I am thinking is a returner to work being discriminated against, if the RTW was female wouldn't this be covered by sex discrimination? So if we bring in the Equality Act into this, hasn't the Recruiter and the client (Employer) made an enormous error?</p><p>It looks very much like indirect discrimination, an Employment Tribunal could award anywhere between £2000 and £6000, that itself.does not sound like a large amount but that will be coming out of someone's budget. People say to me, "wow you have had a lucky escape" but that isn't the point, this is the second time within a month that I have had discrimination, last I let it fly, it does make you wonder about the calibre of HR professionals that they treat candidates with such contempt.</p></div>Change to Contract Advice Needed- Commission Structurehttps://community.dpgplc.co.uk/human-resources/change-to-contract-advice-needed-commission-structure2018-01-16T11:14:58.000Z2018-01-16T11:14:58.000ZFaye Dragehttps://community.dpgplc.co.uk/members/FayeDrage<div><p>Hello everybody. First time I have created a discussion but I just need some help at work and hope you can help!</p><p>We currently have a situation where we have amended a sales team (2 people) commission structure because it had been deemed a business need to reduce the commission due to their massive under performance in the last year.</p><p>10% commission of all that the employee brings into the business is written into their contracts so we needed to make an adjustment to their contract.</p><p>We had the initial meeting end November to advise them of the change and more than 30 days notice was given to them before the change kicked in on January 1st. It was also put in writing on the same day to them.</p><p>In the meeting, no objection to the change was made and no objection was made to the letter until this week (Jan 14th), 14 days into the new commission structure.</p><p>Each employees contract also has written in that changes can be made to the contract with 30 days written notice. No basic salary changes have been made.</p><p>We thought, because no objection was made within the 30 days and in the initial meeting, we were all ok but now an employee has stated that a solicitor has advised this is breach of contract because commission is not a 'reasonable change'.</p><p>We have all meeting notes, copies of communication and series of events but unsure where we stand. We have been given advice that we seem to have done everything correctly, but obviously, we have a solicitor saying otherwise.</p><p>Does anybody have any advice on this matter and if we have done things wrong, then fair enough, we can fix that but how do we make a change to a contract in the future? </p><p>Thanks in advance!!</p><p></p><p></p><p></p><p></p><p></p></div>Expenses and Mileage claimshttps://community.dpgplc.co.uk/human-resources/expenses-and-mileage-claims2017-11-20T17:35:56.000Z2017-11-20T17:35:56.000ZEmily Edgehttps://community.dpgplc.co.uk/members/EmilyEdge<div><p>Hi all, </p><p>I have recently started a new role whereby I work from home 3 days a week and out and about 2 days per week (They haven't yet given me a contract so nothing is detailed out at this point). I have been told the following; </p><p><em>Mileage is paid at 20p per mile for Managers and we don’t pay for the first 20 miles for the 10 miles each way for home to work radius, so if you travel a total of 50 miles, the miles to claim would be 30.</em></p><p>I am aware that on the Gov website it states: </p><table><thead><tr><th>Type of vehicle</th><th>First 10,000 miles</th><th>Above 10,000 miles</th></tr></thead><tbody><tr><td>Cars and vans</td><td>45p (40p before 2011 to 2012)</td><td>25p</td></tr></tbody></table><p></p><p>I have searched around and come across applicable websites which say that employers don't have to pay the 45p rate and can pay lower. Is this the case or should the mileage be paid at the rate stated on the Gov website? I haven't needed to deal with mileage expenses until now.</p><p>Also am I correct that if I don't have a fixed work address, the radius would apply, but if I had a fixed work address I wouldn't be able to claim mileage to and from that fixed place but could claim mileage to all other locations without the application of the radius?</p><p>I am working for a Social Enterprise, so I am aware that the budgets are extremely tight and I don't want to rock the boat before finding out the correct information. </p><p></p><p>Thanks in advance, </p><p></p><p>Emily </p><div class="grammarly-disable-indicator"></div><div class="grammarly-disable-indicator"></div></div>Assistance Dog in the workplacehttps://community.dpgplc.co.uk/human-resources/assistance-dog-in-the-workplace2017-08-11T11:02:42.000Z2017-08-11T11:02:42.000ZClare Doddhttps://community.dpgplc.co.uk/members/ClareDodd<div><p>Hi there,</p><p>I've been advised that we have an employee who is on the list to receive an assistance dog for their hearing difficulties and I would like to ask for advice from anyone that has experience of an assistance dog in the workplace.</p><p>We want to be as supportive as possible with the employee however I am already aware that another member of the same team is allergic to animals so that made me wonder what other challenges there may be.</p><p>We've also had a situation previously where an employee at a social event and had a major panic when she saw a cat nearby so I wonder how we will manage existing/new employees who may be scared of dogs and are in the same building or even meetings with the person whose dog it will be - internal and external meetings.</p><p>Obviously we'll work with the organisation who provide the dogs for advice but I would like to hear from an employers point of view so I can be as prepared as possible. </p><p>I hope I don't come across as negative about this because it's definitely not the case and I just want to think about the day to day practicalities.</p><p>Many thanks in advance</p><p>Clare</p></div>Overtime and Holiday Payhttps://community.dpgplc.co.uk/human-resources/overtime-and-holiday-pay2017-08-08T14:02:14.000Z2017-08-08T14:02:14.000ZClare Doddhttps://community.dpgplc.co.uk/members/ClareDodd<div><p>Hi All,</p><p>Following the EAT decision '<i>Dudley Metropolitan Borough Council v Willetts' </i>that regular overtime should be taken into consideration with holiday pay, I'm keen to hear if you are your companies are taking any action yet on this matter or if you are waiting to see if an appeal against the ruling goes forward.</p><p>We have not calculated our voluntary overtime into our holiday pay previously however I do wonder if anyone is making any changes yet or if you already do take voluntary overtime into consideration yet when calculating holiday pay. </p><p>I look forward to hopefully getting some feedback on this.</p><p>Many thanks</p><p>Clare</p><p></p></div>The Taylor Review and its impact on employment practices - useful summaryhttps://community.dpgplc.co.uk/human-resources/the-taylor-review-and-its-impact-on-employment-practices-useful-s2017-08-02T11:23:30.000Z2017-08-02T11:23:30.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Hi all</p>
<p>I thought I would this is a really useful summary with some good discussion around the practical applications of the Taylor Review for employment practices.</p>
<p><a rel="nofollow" href="http://i.emlfiles4.com/cmpdoc/2/9/8/4/7/files/455395_1.making-sense-of-the-taylor-review-and-its-potential-impact-on-employment-practices-a.pdf?dm_i=1LSC,52HO1,NRSZ40,JEALK,1" target="_blank">h sharettp://i.emlfiles4.com/cmpdoc/2/9/8/4/7/files/455395_1.making-sense-of-the-taylor-review-and-its-potential-impact-on-employment-practices-a.pdf?dm_i=1LSC,52HO1,NRSZ40,JEALK,1</a></p>
<p>All the best</p>
<p>Sarah</p>
</div>Tribunal Fees to be scrappedhttps://community.dpgplc.co.uk/human-resources/tribunal-fees-to-be-scrapped2017-07-26T10:53:41.000Z2017-07-26T10:53:41.000ZJanet Williamshttps://community.dpgplc.co.uk/members/JanetWilliams<div><p>In what's been described as the most significant employment law case for many years, the Supreme Court has ruled that the government acted unlawfully when they introduced Employment Tribunal fees, and they are to be scrapped...</p>
<p>The author goes on to predict that there won't be a spike in cases going to tribunal, because of the effectiveness of the Acas mandatory conciliation scheme.</p>
<p>However, interesting prediction: "Now that the fees regime for employment tribunals has gone, I suspect employers will be more likely to settle at the Acas stage rather than waiting to see if claimants follow through and issue a claim.”</p>
<p><a href="http://www.hrmagazine.co.uk/article-details/tribunal-fees-to-be-scrapped/428109" target="_blank">http://www.hrmagazine.co.uk/article-details/tribunal-fees-to-be-scrapped/428109</a></p>
</div>Sick Employee But Not Sick With Evidencehttps://community.dpgplc.co.uk/human-resources/sick-employee-but-not-sick-with-evidence2017-07-21T12:52:05.000Z2017-07-21T12:52:05.000Zandrew agboolahttps://community.dpgplc.co.uk/members/andrewagboola<div><p>Hi,</p><p></p><p>I have a question that I hope someone can help me deal with or share experiences.</p><p></p><p>A line manager has come to me and let me know that an employee had called in sick on Monday which is fine. However she was pictured on social media attending a dance class and is very annoyed, she would like to discipline the employee.</p><p></p><p>Is the line manager allowed to do this, also it was outside of working hours but still on the same day she was supposed to be sick and unable to attend work.</p><p></p><p>Thanks</p><p>Andrew</p></div>So what does a hung parliament mean for employment law?https://community.dpgplc.co.uk/human-resources/so-what-does-a-hung-parliament-mean-for-employment-law2017-06-09T06:16:13.000Z2017-06-09T06:16:13.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>For those of you waking up today and the outcome of the General Election hot off the press an interesting review of what a hung parliament could mean for employment law.</p>
<p><a rel="nofollow" href="http://www.hrmagazine.co.uk/article-details/a-hung-parliament-could-have-a-major-impact-on-uk-employment-legislation" target="_blank">http://www.hrmagazine.co.uk/article-details/a-hung-parliament-could-have-a-major-impact-on-uk-employment-legislation</a></p>
<p>It will also be interesting to see how this will impact the Brexit negotiations.</p>
<p>What impact would a hung parliament have for your business?</p>
<p>Please do share</p>
<p>All the best</p>
<p>Sarah</p>
</div>April is coming.....................https://community.dpgplc.co.uk/human-resources/april-is-coming2017-03-27T07:13:41.000Z2017-03-27T07:13:41.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>And as we all know that means employment law changes so here is a quck and useful summary for the changes which will be with effect from April 2017.</p>
<p>Enjoy!</p>
<p><a rel="nofollow" href="http://www.personneltoday.com/hr/april-2017-nine-key-employment-law-changes/?cmpid=SOC%7CPROF%7CHRCOM-2017-0103-social-editorial-march&sfid=701w00000019EFG&cmpid=SOC%7CTwitter%7CXpertHR%7Csf64354204#sf64354204" target="_blank">http://www.personneltoday.com/hr/april-2017-nine-key-employment-law-changes/?cmpid=SOC%7CPROF%7CHRCOM-2017-0103-social-editorial-march&sfid=701w00000019EFG&cmpid=SOC%7CTwitter%7CXpertHR%7Csf64354204#sf64354204</a></p>
<p></p>
<p>All the best</p>
<p>Sarah</p>
</div>Top 10 most important employment law cases of 2016https://community.dpgplc.co.uk/human-resources/top-10-most-important-employment-law-cases-of-20162016-12-04T11:03:02.000Z2016-12-04T11:03:02.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Hi all</p>
<p></p>
<p>Some good CPD here and a review of the top cases of 2016, which I am sure you will agree have been quite a year!!</p>
<p></p>
<p><a rel="nofollow" href="http://www.personneltoday.com/hr/the-10-most-important-employment-law-cases-in-2016/" target="_blank">http://www.personneltoday.com/hr/the-10-most-important-employment-law-cases-in-2016/</a></p>
<p></p>
<p>All the best</p>
<p></p>
<p>Sarah</p>
</div>Contracts of Employmenthttps://community.dpgplc.co.uk/human-resources/contracts-of-employment2016-11-21T08:45:43.000Z2016-11-21T08:45:43.000ZSarah Newmanhttps://community.dpgplc.co.uk/members/SarahNewman<div><p>I was wondering if it is necessary to include the salary amount in the contracts of employment. If so, what do you do when there is a salary increase, do you need to ament the contract of employment each time?</p><p>Thanks for your advice.</p><p>Sarah</p></div>Perspectives on Brexit, strategic considerations and planninghttps://community.dpgplc.co.uk/human-resources/perspectives-on-brexit-strategic-considerations-and-planning2016-07-20T13:08:44.000Z2016-07-20T13:08:44.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p><span>Replay of the webinar hosted by the CIPD on July 14, 2016, “<strong>Perspectives on Brexit, Strategic Considerations and Planning</strong>”, bringing together a panel of industry experts to discuss medium-term strategic and planning considerations following the EU referendum. The panel provided their experience and insight on:</span><br />
<br />
<span>• the implications of Brexit for strategic workforce planning</span><br />
<span>• building resilience and agility in a context of uncertainty</span><br />
<span>• the role of leadership in preparing for and driving change</span><br />
<span>• the opportunities for HR and organisations in the changing landscape of work.</span></p>
<p><span>Worth a listen as covers some interesting things that are very relevant for HR teams</span></p>
<p></p>
<div class="SP_Video_Container"><iframe width="479" height="511" style="border: 1px solid #CCC; border-width: 1px; margin-bottom: 5px; max-width: 100%;" src="//www.youtube.com/embed/yKWBsKVJ6EI" marginwidth="0" marginheight="0" scrolling="no" allowfullscreen="" frameborder="0"></iframe></div>
</div>Ending zero hour contractshttps://community.dpgplc.co.uk/human-resources/ending-zero-hour-contracts2016-07-13T15:19:29.000Z2016-07-13T15:19:29.000ZSusan Masonhttps://community.dpgplc.co.uk/members/SusanMason<div><p><span class="font-size-2" style="font-family: arial,helvetica,sans-serif;">Hi</span></p><p><span class="font-size-2" style="font-family: arial,helvetica,sans-serif;">Zero hour contracts work well in our organisation, and are particularly popular with the large student population in the city. However, we sometimes find ourselves in the situation whereby people are on the HR & payroll system but have not worked for months. We would like to send a letter saying:</span></p><p><span class="font-size-2"><em><font face="Calibri" size="3">I am writing in reference to the continuation of your contract of employment as a casual hours Minster Host.</font></em></span></p><p><span class="font-size-2"><em><font face="Calibri" size="3">Despite regular shifts being available, in 2016 your employment record indicates that you have fulfilled a very small number of shifts. Currently, you have not indicated that you would like to sign up for any shifts in the near future.</font></em></span></p><p><span class="font-size-2"><em><font face="Calibri" size="3">Based on this, I would like to request the following:</font></em></span></p><ul><li><span class="font-size-2"><em><span style="font-family: arial,helvetica,sans-serif;">If you no longer wish to be employed by the Chapter of York, please provide written notice of the termination of your contract on or before 13<sup>th</sup> August 2016.</span></em></span></li><li><span class="font-size-2"><em><span style="font-family: arial,helvetica,sans-serif;">If you do wish to be employed by the Chapter of York, please contact me in writing to confirm this on or before 13<sup>th</sup> August 2016. Following this, a re-induction will be arranged with your line manager and objectives set for the year ahead, in line with current practice.</span></em></span></li></ul><p><span class="font-size-2" style="font-family: arial,helvetica,sans-serif;"><font face="Calibri"><em><font size="3">Should we not hear from you in that time, please consider this letter to be a written statement of notice of our intent to terminate your contract with the Chapter of York on 14</font></em><sup><font size="2">th</font></sup> <em><font size="3">August 2016. We will contact you following this date to arrange an exit interview, and you will no longer be sent details of available shifts.</font></em></font></span></p><p><font face="Calibri" size="3">Could this be construed as unfair dismissal, or is it reasonable to do this so we cut down on admin and have accurate records?</font></p><p><font face="Calibri" size="3">Many thanks</font></p><p><font face="Calibri" size="3">Susan</font></p><p></p><p></p><p></p><p></p></div>Scanning the horizonhttps://community.dpgplc.co.uk/human-resources/scanning-the-horizon2016-06-07T18:30:58.000Z2016-06-07T18:30:58.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Hi all</p>
<p>A great summary to keep you abreast of the impending employment law changes coming up and to start thinking about how this will impact the business which you work in.</p>
<p><a rel="nofollow" href="http://www.xperthr.co.uk/legal-timetable/pending/" target="_blank">http://www.xperthr.co.uk/legal-timetable/pending/</a></p>
<p>Enjoy Sarah</p>
</div>Don't be an April fool!https://community.dpgplc.co.uk/human-resources/don-t-be-an-april-fool2016-04-03T17:59:36.000Z2016-04-03T17:59:36.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Here we go it's April and all change for employment law get yourself up to speed with this handy update from personnel today.</p>
<p></p>
<p><a rel="nofollow" href="http://www.personneltoday.com/events/category/legal-timetable/" target="_blank">http://www.personneltoday.com/events/category/legal-timetable/</a></p>
<p></p>
<p>All the best</p>
<p></p>
<p>Sarah</p>
</div>Brexit? What are the implications for UK employment law?https://community.dpgplc.co.uk/human-resources/brexit-what-are-the-implications-for-uk-employment-law2016-02-19T09:08:04.000Z2016-02-19T09:08:04.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>As David Cameron and the EU leaders settle down for a second day of negotiations, an interesting article about what Brexit could mean for UK employment law.</p>
<p><a rel="nofollow" href="http://www.eversheds.com/global/en/what/articles/index.page?ArticleID=en/Employment_and_labour_law/uk-hr-ebriefing-Brexit-and-UK-employment-law-implications-for-the-workplace" target="_blank">http://www.eversheds.com/global/en/what/articles/index.page?ArticleID=en/Employment_and_labour_law/uk-hr-ebriefing-Brexit-and-UK-employment-law-implications-for-the-workplace</a></p>
<p>What will this mean for your business?</p>
<p>Regards</p>
<p> </p>
<p>Sarah</p>
</div>2016 what lies ahead for HR?https://community.dpgplc.co.uk/human-resources/2016-what-lies-ahead-for-hr2016-01-18T07:25:11.000Z2016-01-18T07:25:11.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Hi all</p><p>An interesting overview for what lies ahead employment law wise for HR in 2016. The consultation on the taxation of termination payments will be one to watch to see where it lands!</p><p><a rel="nofollow" href="http://www.cipd.co.uk/hr-inform/comment-and-analysis/news-articles/news-articles/4-january-2016.aspx?utm_medium=email&utm_source=cipd&utm_campaign=cipdupdate&utm_term=1003090&utm_content=130116-4543-4893-27--20160118072202-HR-inform%27s%20free%20article" target="_blank">http://www.cipd.co.uk/hr-inform/comment-and-analysis/news-articles/news-articles/4-january-2016.aspx?utm_medium=email&utm_source=cipd&utm_campaign=cipdupdate&utm_tem=1003090&utm_content=130116-4543-4893-27--20160118072202-HR-inform%27s%20free%20article</a></p><p>Is there anything in here which will impact your organisation?</p><p>It would be great to hear.</p><p>All the best</p><p></p><p>Sarah</p></div>Employment Law Developments in 2015 and 2016 (Factsheet)https://community.dpgplc.co.uk/human-resources/employment-law-developments-in-2015-and-2016-factsheet2016-01-13T10:21:44.000Z2016-01-13T10:21:44.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>CIPD have released a factsheet outlining the major changes to employment legislation in 2015 and 2016. It includes legal timetables, law FAQs, case law reports with implications for employers, and a latest news page which is updated weekly. There is also a six-monthly law update, written by CIPD Chief Examiner, Stephen Taylor, intended primarily for tutors and students studying the employment law module of their qualifications but which HR practitioners may also find useful.</p>
<p><a href="http://www.cipd.co.uk/hr-resources/factsheets/employment-law-developments.aspx?utm_medium=email&utm_source=cipd&utm_campaign=cipdupdate&utm_term=1003090&utm_content=130116-4543-4893-27--20160113100447-popular%20factsheet" target="_blank">See the factsheet here</a></p>
</div>HR lessons from the top 4 employment law cases of 2015https://community.dpgplc.co.uk/human-resources/hr-lessons-from-the-top-4-employment-law-cases-of-20152016-01-03T09:24:54.000Z2016-01-03T09:24:54.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>Happy New Year to everyone on the Community!</p>
<p>Many of you will be back at work tomorrow so to start 2016 we look backwards on some of the key cases of 2015 which may shape your approach for 2016</p>
<p><a rel="nofollow" href="http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/12/18/hr-lessons-from-the-top-four-employment-law-cases-of-2015.aspx" target="_blank">http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/12/18/hr-lessons-from-the-top-four-employment-law-cases-of-2015.aspx</a></p>
<p>All the best</p>
<p></p>
<p>Sarah</p>
</div>On the first day of Christmas my true love sent to me.................................https://community.dpgplc.co.uk/human-resources/on-the-first-day-of-christmas-my-true-love-sent-to-me2015-12-18T08:47:33.000Z2015-12-18T08:47:33.000ZSarah Loateshttps://community.dpgplc.co.uk/members/SarahLoates<div><p>The top 10 most important employment law cases of 2015!</p>
<p></p>
<p><a rel="nofollow" href="http://www.personneltoday.com/hr/the-10-most-important-employment-law-cases-2015/" target="_blank">http://www.personneltoday.com/hr/the-10-most-important-employment-law-cases-2015/</a></p>
<p></p>
<p>Feel free to continue the carol if you have items to share!!!</p>
<p></p>
<p>Wishing the DPG Community happy holidays and a restful time over the festive period.</p>
<p>All the best</p>
<p></p>
<p>Sarah</p>
</div>