At the end of last week the UK Government published the Retained EU Law (Revocation and Reform) Bill; it’s not the snappiest title for a Government Bill but it could be the most significant piece of legislation we’ve seen in recent memory.
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With effect from 1st October 2022, this amended process for confirming an employee’s right to work in the UK has been withdrawn.
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Following the recent passing of Queen Elizabeth II, the Government has announced that the day of her funeral, September 19th 2022, will be a public holiday.
This raises a number of questions for employers.
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Many employers use probationary periods within their employment contracts as a means of assessing an employee’s suitability and capability and where the employee falls short in either, they dismiss the employee …. But is the very existence of the probationary period preventing employees from doing as well as they might in this initial period.
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It’s fairly common in most employment contracts for the first few months of a new starter’s employment to be a probationary period, the premise being that if the employee’s conduct or performance doesn't meet the required standard within this period, their employment can be terminated, or the probationary period extended.
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I was delighted to be asked recently by a colleague for my thoughts and tips on how to successfully onboard and integrate senior appointees. In most companies, senior appointments are a rarity and even where companies have established processes for onboarding staff, these are often considered overbearing for those in senior positions.
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In a previous article we’ve discussed the fact that where an employee is dismissed for refusing to attend work or carry out duties because they believe their health and safety is at serious and imminent risk, the dismissal would be automatically unfair.
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The beginning of April and October are the two dates each year where changes to employment law take place although with the Government having been focused on Brexit and latterly COVID-19, there have been no major changes to report. What changes are on the horizon though?
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Over the course of the last few weeks, there’s been a good deal of news coverage and commentary about P+O Ferries decision to dismiss around eight hundred employees and replace them with overseas agency workers, without any prior notice.
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The Government has announced the statutory rate changes that will take effect from 1st April 2022. The changes are as follows …
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With the end of COVID restrictions coming to an end, in England at least, on Thursday of this week, there are a couple of things that we feel employers need to know.
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With Government COVID advice changing to longer require employees to work from home if they can, we’ve received an increasing number of enquiries as to whether employers can insist that employees return to work from their offices.
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The Government has announced that the National Living Wage and the National Minimum Wage rates will increase from the beginning of April 2022 …
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It’s been eighteen months now since COVID-19 hit the UK and within the last few weeks, we’ve seen the first of what are likely to be a number of Employment Tribunal decisions relating to both employees and employers actions during the pandemic.
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We’re delighted to announce that Alan completed this Big Hike in the Brecon Beacons on 11th September, raising a massive £2,600 (plus £416.25 of Gift Aid) for Cancer Research UK.
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The Labour Party announced earlier this week its plans, if elected to Government, to amalgamate the current statuses of ‘employee’ and ‘worker’ into one ‘worker’ status, encompassing employees, zero hours workers and casual workers.
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Earlier this week, the UK Government issued a report following its recent consultation on Sexual Harassment in the workplace.
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Two years ago PulseHR’s founder Alan received the news that no-one wants to hear, that he had cancer, kidney cancer to be specific.
A precautionary ultrasound scan found a tennis ball sized malignant tumour which was ultimately removed along with the kidney.
Two years on, there’s no sign of secondary disease and now it’s time to say thank you to those people who made the recovery possible and raise some money for Cancer Research UK for their amazing and critical research.
On 11th September Alan will be taking part in the Cancer Research UK Big Hike, a 25 mile walk in the Brecon Beacons taking in Pen y Fan as part of the route.
It’d be great if you’re able support his effort and donate to his fundraising page and help him reach his target of raising £1,000, £40 per mile.
All donations gratefully received. Click here to go to Alan’s fundraising page.
Alan has another free place for the hike if anyone wants to join him and support Cancer Research UK themsves; if you’re interested, let Alan know.
Thanks in advance
With more and more companies looking at employees working from home or splitting their working time between work and home, virtual teams are certainly here to stay and developing them to be successful brings its own challenges.
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The Government has announced that there will be an additional bank holiday in 2022 to commemorate the Queen’s Platinum Jubilee.
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