Avsnitt
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In this weeks’ episode of the podcast I bring you a run down of the requirements of the ACAS code of practice. This is the fourth of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.
In this episode 226 I will cover: What the purpose of the ACAS Code of Practice is The background to the Code of Practice What the essential elements of the Code of Practice are When the ACAS Code is applicable What the consequences are of failing to follow the Code Why you should have it in mind when dealing with conduct, performance and some other substantial reasons What you need to do to fairly investigate alleged conduct What you need to consider before dismissing an employee Action PointsEnsure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode and downloads an up to date copy of the ACAS code of practice.
Check your contracts and procedures to ensure that your disciplinary procedure is not contractual.
Helpful LinksEmployment Rights Act 1996
ACAS Code of Practice
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
The types of training we can deliver for you are:
An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1’s Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managersPlease drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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In this weeks’ episode of the podcast I bring you information and analysis of the second test for a fair dismissal, the reasonableness test. This is the third of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.
In this episode 225 I will cover: What the test for reasonableness is in accordance with the Employment Rights Act 1996 The two elements of a reasonable dismissal, Procedure and Substantive Fairness What the fundamentals are for a reasonable dismissal decision The different reasonableness and procedural requirements for each of the potentially fair reasons What the range of reasonable responses test is What you need to do to fairly investigate a conduct allegation What you can do if you have more than one ‘suspect’ in an allegation of misconduct How to deal with performance issues in order to fairly dismiss an employee for poor performance What you need to consider before dismissing an employee Action PointsEnsure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode.
Helpful LinksEmployment Rights Act 1996
BHS v Burchell
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
The types of training we can deliver for you are:
An introduction to the Equality Act Equality and Diversity Training An introduction to disciplinary & grievance processes and the law Holding effective 1:1’s Appraisal training—Introduction Appraisal training—Refresher Holding difficult conversations Effective root cause analysis Giving and receiving effective feedback Dealing with change & change management Time management Absence management How to carry out a disciplinary investigation Managing the disciplinary process Managing the grievance process Performance and capability management Assertiveness & managing confidently The skills required to be a good manager An introduction to mental health at work for managersPlease drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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Saknas det avsnitt?
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In this weeks’ episode of the podcast I bring you the five potentially fair reasons for dismissing an employee. This is the second of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.
In this episode 224 I will cover: What the five potentially fair reasons are An example of each of the reasons How they are applied Why the facts of each are important Why swearing at work can be grounds for a fair dismissal Who has the burden of proving the reason for the dismissal Why the burden shifts in a claim for Automatic Unfair Dismissal What you need to consider before dismissing an employee Action PointsCheck what your staff handbook says about gross misconduct and ensure it includes what you consider to amount to gross misconduct in your organisation.
Helpful LinksEmployment Rights Act 1996
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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This episode 223 of the podcast I bring you an introduction to the law regarding unfair dismissal. This is the first of a mini series that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.
It will assist both employers who may be looking at making dismissal decisions and employees who may have been dismissed and are unsure if the decision is fair or not.
In this episode I will cover: The history of unfair dismissal How unfair dismissal started in the early 1970’s What it is and where you will find the law The fundamental difference between Unfair Dismissal and Constructive Unfair Dismissal The qualifying period for unfair dismissal Unfair dismissal claims with no qualifying period of service Claims for Automatic Unfair Dismissal The time limit for claims Circumstances when an employer must provide written reasons for an employees dismissal Action PointsWhenever you are considering dismissing an employee regardless of their length of service you should ensure that as a minimum you communicate the reason for termination to the employee. Employees have rights for automatic unfair dismissal in certain circumstances regardless of their service length and communicating the reason to them is likely to minimise the risk of drawing the wrong inference as to why.
Helpful LinksIntroduction to Constructive Unfair Dismissal: Episode 18
Focus on Constructive Unfair Dismissal: Episode 21
Employee who did not receive dismissal letter wins unfair dismissal claim
Employment Rights Act 1996
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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In this episode 222 of the podcast I bring you a run down of the changes to the Working Time Regulations which are effective in the holiday year that starts after 01 April 2024.
In this episode of the podcast we cover:
The definition of irregular hour worker The definition of part year worker How statutory holiday entitlement is accrued for irregular hour and part year workers How you can deal with carry over of leave How to calculate holiday pay Rolled up holiday pay is now permitted for irregular and part year workers Examples of what to consider when calculating holiday Why it is important to check contracts and holiday terms for existing employees before making a change to your holiday entitlement and payHarpur v Brazel Case Supreme Court case that has now been overturned and which is covered in Episode 202 Holiday Entitlement & Pay
You can find the full government guidance here: https://www.gov.uk/government/publications/simplifying-holiday-entitlement-and-holiday-pay-calculations/holiday-pay-and-entitlement-reforms-from-1-january-2024
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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In this episode 221 of the podcast I bring you my thoughts and reflections on the case of Bates v The Post Office and whilst not directly related to employment law there are lots of lessons that all employers and HR can take from the events that took place.
In this episode of the podcast we cover:
Why employers and HR need to take internal investigations seriously. The key things that investigators get wrong in disciplinary and grievance investigations. The civil test of ‘balance of probabilities’ and what this means. The importance of a common sense approach to issues that arise. Why communication is important at all levels of the organisation. Why large organisations need to have in place a means of obtaining feedback from the ground level through to Board level. How setting up employee forums, committees and/or employee representatives is a good way to establish if issues are systemic. Why the frequent use of settlement agreements can be a sign of an internal issue. That the usage and number of settlement agreements should be reviewed at Board level. How culture and leadership plays a key role in both avoiding and creating systemic and serious issues arising. The importance of independent and external review of decisions and disputes. A reminder that at the end of every decision is a human being whose life will be impacted. Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
Photo by Mick Haupt on Unsplash
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In this episode 220 of the podcast I bring you an interview with Fay Wallis who is a specialist career coach who helps HR and People Professionals.
In this episode of the podcast we cover:
What the key issues are for HR and people professionals. Tips on how to address the key issues. Time Management tools techniques and resources for HR professionals. Being pulled in different directions and how to manage this. How to deal with confidence issues and manage imposter syndrome. How to influence in your role. Fay WallisIf you work in the HR or People team and want to have a successful and fulfilling career but have a challenge that’s getting in the way, I’m here to help. A qualified career and executive coach with a background in HR, here are some of the ways I can support you with building your skills, confidence, opportunities and impact at work:
𝗛𝗥 𝗣𝗟𝗔𝗡𝗡𝗘𝗥
Why not download the free condensed pdf version of my popular HR Planner? It’s a brilliant tool to help you get: clear on your work & career goals, organised & on top of your workload, and ready to make an impact & impress in your role.Here’s the link to download your copy:
https://www.subscribepage.com/hrplanner2023waitlist𝗣𝗢𝗗𝗖𝗔𝗦𝗧
HR Coffee Time features regularly in the top 10 Apple UK Careers Podcasts Chart, and hit the Number 2 spot in April 2023. It’s created especially to help you with your HR/People career. You can find it by searching for ‘HR Coffee Time’ on all the major podcasting platforms, or visiting this page of the Bright Sky website:https://www.brightskycareercoaching.co.uk/hr-coffee-time-podcast/
𝗦𝗘𝗥𝗩𝗜𝗖𝗘𝗦
• 1:1 coaching
• Inspiring HR – group coaching programme
• Interview coaching
• Career change coaching
• Online courses for LinkedIn and CV writing𝗕𝗔𝗖𝗞𝗚𝗥𝗢𝗨𝗡𝗗
After founding Bright Sky Career Coaching in 2016 and spending several years helping hundreds of people across many sectors and levels with their careers, I realised that I got the most joy from coaching HR and People professionals. So, since September 2022, I now focus all my efforts on supporting them.To help more ‘People people’, I’ve hand-picked a small team of expert coaches, also with an HR background, who work alongside me and share Bright Sky’s values of:
𝗩𝗔𝗟𝗨𝗘𝗦
• Empathy: We are warm, understanding and supportive.
• Expertise: Our coaches are highly qualified, with relevant HR backgrounds.
• Empowerment: We ensure our clients have the confidence, energy and skills to move forward.We’re here to give you what you need to get to where you want to be. And if we’re not a good fit, we’ll point you to someone who is.
▶︎ 𝗚𝗘𝗧 𝗜𝗡 𝗧𝗢𝗨𝗖𝗛
Training for your Team
𝗘𝗺𝗮𝗶𝗹: [email protected]
𝗣𝗵𝗼𝗻𝗲: 0330 223 2761
𝗪𝗲𝗯𝘀𝗶𝘁𝗲: https://www.brightskycareercoaching.co.uk/Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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In this episode 219 of the podcast I bring you an interview with Michelle Gyimah who is a specialist pay gap strategist.
Michelle is an expert in assisting businesses and organisations to close their pay gap.
In this episode of the podcast we cover:
Why the gender pay gap is an important consideration for employers. Why the gender pay gap still arises. The benefits to employers of addressing the pay gap in their business or organisation. What businesses and organisations should be considering with regards to their gender pay gap. Simple steps employers can consider for equality. Other areas of pay gap for employers to consider. Some examples of how employers can make a change. Michelle GyimahI’m a Pay Gaps Strategist.
I specialise in supporting HR Directors to close their pay gaps sustainably.One of the key aspects of the work I do with organisations is provide training on how to hold better pay and progression conversations. This is an essential tool to closing pay gaps.
By working with me you will:
Gain clear insights into what your organisation needs to do to close pay gaps
Equip your HR teams with the ability to hold conversations about pay and pay progression so that you can retain more staff
Focus on the right measures to improve pay representation
Grow in confidence to discuss pay gaps, pay transparency and pay equity
Find solutions to these problems faster
Create strategies that embed pay transparency to retain talent
Improve your organisation’s employer brand and public perception to aid talent attraction so that you can be a leader within your sector
Talented employees are aware of their power.
They are evaluating your organisation on your commitment to building a better future.Your mission statement is not enough.
You need to show how you are creating a truly equal environment.Addressing inequalities, such as pay gaps and pay equity, is important for employers to take action on.
It can seem like an overwhelming task to begin, but with the right support it can be done.
I have a proven track record in supporting organisations to take tangible actions that make a difference.
My clients enjoy working with me because I combine strategy + implementation to eradicate pay gaps. For good!
If you’re looking to embed strategies to close your pay gaps, to retain and attract more talent, there are three things you can do:
Beyond The Pay Gap Figure podcast – subscribe and listen where I share tips and strategies to get you started: https://pod.link/1601188183
Watch my LinkedIn Course `Inclusive Tech: Closing the Pay Gap’ https://www.linkedin.com/learning/inclusive-tech-closing-the-pay-gap/addressing-gender-binary-language-in-the-pay-gap?autoSkip=true&autoplay=true&resume=false
Ready to talk? Email at [email protected] or book here to get on a call to discuss this further
Training for your Team
https://bookme.name/equalitypays/lite/callWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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Prevention of Sexual Harassment obligations for employers are changing in 2024
In this episode 218 of the podcast I bring you an update on the new sexual harassment laws in 2024, including all the information employers need to consider.
In this episode of the podcast we cover:
What is the current law about workplace sexual harassment. What the Equality Act 2010 states about sexual harassment. Why there has been a change in the law. Some examples of conduct of a sexual nature that would constitute sexual harassment. How a single incident can be sexual harassment. Who can claim sexual harassment. Compensation awarded for sexual harassment claims. New legal duty on employers to take reasonable steps to prevent sexual harassment. What practical steps employers can take now. Recommended training for managers and employees. The importance of a policy on harassment. We will be providing training for employers in early 2024If you would like more information and to add your details to our waiting list for details of our training programme for managers, HR and for employees then please email [email protected]
Other resources regarding sexual harassmentPodcast: Sexual Harassment at Work: Episode 88
New Sexual Harassment Laws
How to deal with a complaint of sexual harassment by an employee
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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How employers can assist employees with sight or hearing loss to succeed
In this episode 217 of the podcast I bring you an interview with Dan Williams who is the founder of Visualise Training and Consultancy an organisation which promotes and enables inclusion, accessibility and equality for people living with visual impairment, hearing loss and other forms of disability.
Dan is an expert in assisting businesses and organisations to be more accessible.
In this episode of the podcast we cover:
How to encourage employees to be open about their condition or disability. Creating an inclusive culture at work. Ways in which employers can make reasonable adjustments for those with sight and hearing loss. Why it is important to give meaningful consideration to adjustments. Some examples of how employers can make a change and be more inclusive. Dan Williams“I established Visualise in 2014 with assistance from The Prince’s Trust. As someone who experienced gradual sight loss, I wanted to advance social change for VI (visual Impairment) rights by campaigning and advocating for inclusion, accessibility, equality and diversity.
As a qualified eye clinic liaison officer and rehabilitation assistant, and with the help of my guide dog, Zodiac, I carry out workplace assessments to support employees with visual impairments. I deliver training that educates staff to better assist clients or customers with VI. Visualise has worked with over 700 organisations across all sectors. When employees are ‘VI Confident’, inclusion becomes ‘business as usual’ for everyone involved, leading to increased job satisfaction and a more rewarding environment.
I also deliver ‘Seeing Beyond the Eyes’ CET workshops to foster closer links between the optical and sight loss sectors to benefit patients.
In a voluntary capacity, I’m on the RNIB Working Age and Transitions steering groups which assesses work-related challenges blind and partially sighted people face. I’m also a Young Ambassador for the Prince’s Trust and sit on their business launch panels, helping other young people to set up enterprises. I’m a member of the College of Optometrists’ Public Patients Reference Group (PPRG), which receives input from patients and the public to improve policies, guidance and patient resources. I am also an active Trustee for The Nystagmus Network charity.
In the beginning, sight loss feels like the end, but later, you realise it’s just the start of seeing differently and having a new outlook on life. Overcoming challenges has given me resilience, determination and the ambition needed to strive for success.
This can also be said of other disabilities, whether they are visible or invisible. We are here to take away the confusion and myths and replace these with solid information that will give you the confidence to interact and welcome those with disabilities into your working environment.”
If you’d like to know more about how your organisation can become more Disability Confident and Aware, please email me at [email protected]
Or give me a call on 07472305268
Together we can make a difference.”
About VisualiseVisualise Training and Consultancy ltd are on a mission to improve inclusion and accessibility for people with disabilities. Our Founder, Daniel Williams, has an eye condition called Retinitis Pigmentosa, which means he is gradually losing his sight. Daniel established the consultancy in 2014 to share his experience and expertise with companies and organisations. This enables them to provide excellent service for customers and employees alike while meeting their legal obligations under The Equality Act 2010.
What began as a laser-sharp focussed approach centred on sight-loss impairment and its associated elements has since organically grown to encompass other disabilities such as hearing loss in an ever more significant effort for Visualise to truly become a symbol of total inclusivity.
They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.
Website: https://visualisetrainingandconsultancy.com/
Email: [email protected]
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
Zoes LawRaising awareness of melanoma and skin cancer. You can find more information here: https://www.facebook.com/zoepanayilaw
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This case illustrates when an employee can qualify for protection from discrimination due to menopause symptoms
In this episode 216 of the podcast I bring you a summary of a case that was decided by the Employment Tribunal in regards to the issue of whether an employee was treated less favourably due to menopause symptoms and whether her employer was under an obligation to make a reasonable adjustments. The case is Mrs M Lynskey v Direct Line Insurance Services Ltd.
In this episode of the podcast we cover:
When menopause symptoms could qualify someone for protection under the Equality Act. The types of other claims that employees could bring if treated to their detriment because of menopause. Why the Employment Tribunal considered that the employer’s attempts at adjustments were not sufficient. Why the Employment Tribunal awarded Mrs Lynskey aggravated damages in this case. Tips for employers in ensuring that they behave in an inclusive, fair and reasonable manner with employees who are experiencing menopause symptoms. Why we recommend that employers look at making reasonable adjustments, regardless of whether an employee has a confirmed disability. Case ReferenceYou can read the full judgement here: https://www.gov.uk/employment-tribunal-decisions/mrs-m-lynskey-v-direct-line-insurance-services-ltd-1802204-slash-2022-and-1802386-slash-2022
Other resources regarding menopausePodcast: Menopause support at work: An interview with Nicola Green
Menopause & Work Reform?
An employer has been ordered to pay compensation after making menopause comments
Menopause and work – what do employers need to do and why?
New Acas Guidance on Menopause and the Workplace
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
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In this episode 215 of the podcast I bring you an interview with Jan Brookes who is the CEO of a local Isle of Wight Charity, Isle Access. Jan is an expert in assisting businesses and organisations to be more accessible.
In this episode of the podcast we cover:
The number one thing that all employers can do, with no expense, to assist their staff with long term health conditions. Ways in which employers can make reasonable adjustments. Why it is important to give meaningful consideration to adjustments. Some examples of how employers can make a change and be more inclusive. About Jan Brookes CEOJan is the CEO of Isle Access.
Jan has had a notable career of over 40 years in nursing including holding a short service commission as a nursing officer in the RAF. She has considerable experience of caring for people with disabilities and poor mobility, and latterly worked in care home management.
For a short period Jan also operated an ‘Accessible Travel’ franchise, on the Isle of Wight, inspecting and booking hotel accommodation away from the Island, for people with disabilities and poor mobility. In 2015, Jan succeeded in gaining an MSc (distinction) in International Hospitality Management. The topic for her dissertation was “Identifying the needs of people with dementia when using hotels’.
She is a member of the Access Association and has undertaken training in access auditing at the Centre for Accessible Environments. In 2016 Jan spoke at Bournemouth University’s Festival of Learning week and was voted Age Friendly Island Entrepreneur of the Year in 2018.
About Isle AccessIsle Access is an Isle of Wight based charity that is helping to improve life for disabled people on the Island.
Their vision is that residents and visitors alike can enjoy as much of the Isle of Wight as possible. Their mission is to make the Island more accessible and inclusive for people of all ages. Their aim is to support disabled people by removing barriers to access, enabling disabled people to enjoy a better quality of life and achieve new skills and experiences. They do this by:
Informing, assisting and promoting businesses, organisations, individuals and local government initiatives to welcome everyone to our beautiful Island.
Providing some accessible services, such as adapted cycling.
They work with people of all ages and all abilities, including: Disabled people, Veterans, People who experience loneliness, People who need more supportive exercise.
https://isleaccess.co.uk/ [email protected] Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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In this episode 214 of the podcast I bring you a summary of a case that was decided by the Employment Appeal Tribunal in regards to the issue of whether an employer was under an obligation to make a reasonable adjustment to their recruitment process for an applicant with regards to his dyspraxia. The case is AECOM Ltd v Mr C Mallon.
In this episode of the podcast we cover:
Why businesses need to ensure that they are open to reasonable adjustments in the recruitment process. The facts of the case and why they are rather unique as Mr Mallon had previously been employed by AECOM Ltd. How HR for the employer got it wrong and could have resolved the matter by a simple telephone call. Why someone has to be a genuine applicant for the job role in order to claim discrimination under the Equality Act. Tips for employers in ensuring that your recruitment process is inclusive, fair and reasonable. Case ReferenceYou can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/aecom-ltd-v-mr-c-mallon-2023-eat-104
Other podcast episodes on the issue of recruitment and reasonable adjustmentsGetting your recruitment process right
The Government Legal Service v Brookes – Reasonable adjustments in recruitment: Episode 79
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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This Employment Tribunal case illustrates why it is important for businesses to set out terms in writing in advance of someone starting work
In this episode 213 of the podcast I bring you a summary of a case that was decided by the Watford Employment Tribunal in regards to the issue of the status of the aggrieved. The case is Guler v Newman Law LLP.
In this episode of the podcast we cover:
Why businesses need to ensure that agreed terms are set out in writing at the outset. How the Employment Tribunal made a determination of Mr Guler’s status. Why the Employment Tribunal decided that Mr Guler was a worker. The issues that can arise about status and remuneration if you do not set out the terms in writing. Case ReferenceYou can read the full judgement here: https://assets.publishing.service.gov.uk/media/64db5181c8dee400127f1c68/Mr_A_Guler_-v-Newman_Law_LLP–3304221-2022_-_Written_Reasons.pdf
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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Workplace mediation is a critical tool for resolving disputes in the future of work
In this episode 212 of the podcast I bring you an interview and discussion with my colleague Jo Carley, who is an experienced workplace mediator and strong advocate for alternative dispute resolution in workplace disputes.
In this episode of the podcast we cover:
What is workplace mediation. When workplace mediation is appropriate. When employers should be considering workplace mediation. Why it should be the starting point for any grievance formal or informal. Why there is always a loser in the grievance process. How workplace mediation works in practice. The steps employers should be considering to implement workplace mediation. Workplace Mediation: How we can help youJo Carley and I are both fully trained and experienced workplace mediators having completed the ACAS Certificate in Workplace Mediation.
If you would like us to undertake a mediation within your workplace then we would be happy to do so and can start by a no-obligation initial telephone call.
Our charges for a workplace mediation are as follows:
£350 + VAT for a half-day, plus travel costs. There is an additional charge of £100 +VAT per hour for any additional time required .
A half a day is the minimum amount of time needed (including two individual meetings and a joint meeting), but it could run over half a day depending on the extent of the issues there is to work through.
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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In this episode 211 of the podcast I bring you a run down from a case decided by the Employment Appeal Tribunal where the issue of making a change to employee contract terms was considered in the context of the employee’s eligibility for an enhanced redundancy payment. The case we are covering is Jackson v The University Hospitals of North Midlands NHS Trust [2023].
In this episode of the podcast we cover:
The options available to employees if they disagree with a change to contract terms. The potential risks for employers of implementing changes without agreement. What employers should consider when making changes to contract terms. How a redundancy situation can arise when making changes to employee contract terms. Why redundancy applied in this case. The issue that often arises in NHS Trusts with enforced changes to roles and changes to Band ratings. Why employers need to consult with employees on changes to terms. The leading case of Hogg v Dover College Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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What should employers consider when employing care leavers or care experienced people
In this episode 210 of the podcast I am joined by Ali Steele from Wight Oak Youth Services to discuss the importance for employers to think purposefully about employing care leavers and to consider the individual requirements of those who are care experienced.
In this episode of the podcast we cover:
Why it is important to consider care experienced employees. What steps you can take to show support for care experienced employees. The kinds of things that employers should be considering with regards to care leavers and care experienced persons. Why christmas celebrations and birthdays can be a trigger or particularly difficult for care leavers. Why young people from care often have higher resilience and better life skills and are more resourceful when compared to their peers. Small things that you can do to promote awareness and best practice. Resource and informationYou can find more information about Wight Oak Youth here: Website and contact Ali Steele via [email protected]
Care Leavers Covenant: https://mycovenant.org.uk/about/
In 2022 there were 82,170 children being looked after in England. Statistics can be found here: .GOV
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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Procedure and Tips for employers about disciplinary investigations
In this episode 209 of the podcast I will explain why getting the disciplinary investigation process right is critical to successfully defending a claim for unfair dismissal and the steps that you need to take.
In this episode of the podcast I cover:
Why assigning the right person to investigate is crucial. The steps that you need to take to set the scope of the investigation. When you should notify the ‘accused’ of the investigation. At what stage you should interview the ‘accused’. Getting witness accounts of events. Whether employees have the right to be accompanied at an investigation meeting. Minute taking or audio recording of the meetings. Dealing with reluctant witnesses. The frequently asked questions about disciplinary investigations. Some example scenarios to consider. Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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In this episode 208 of the podcast I will explain what gross misconduct is so that you understand when circumstances arise that could be gross misconduct and steps to take.
In this episode of the podcast I cover:
What is gross misconduct? The legal test for determining a fair dismissal for gross misconduct The difference between misconduct and gross misconduct Why it is important to set out what constitutes gross misconduct for your business or organisation in your disciplinary policy or rules What is wrongful dismissal? The connection between wrongful dismissal and unfair dismissal for gross misconduct Some interesting example cases 5 key points to consider and take action in relation to gross misconductCases referred to:
Mr George v Dorset Healthcare University NHS Foundation Trust
Ms E Greenaway-Evans v Countryside Properties (UK) Limited
Mr Pubbi v Your-Move.co.uk I also covered the case in detail in Podcast 197 Is it fair to dismiss an employee who fails to declare bankruptcy?
Basildon Academies v Amadi
Training for your TeamWould you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
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The reasons cases arise and steps you can take to prevent them
In this episode 207 of the podcast I bring you the most common reasons for Employment Tribunal claims to arise in our experience and ways you can reduce the risk of a claim arising.
In this episode of the podcast I cover:
The most common type of legal claim in our experience at this time. The reasons why claims arise. The fact that untrained managers and/or decision makers create the highest risk. How following a simple process and keeping paperwork can reduce the risk of claim. Why creating a culture of honesty and transparency can mitigate issues from arising. The importance of addressing issues early on in a dispute or potential dispute. Why looking at alternative methods of resolving conflict, that avoid the grievance procedure is critical. Why managers should always follow up on reports made to them by employees regardless of the merit or seriousness of the issue raised. How having in the moment notes of conversations or records of your decision making at the time can be crucial to disposing of a claim at an early stage and/or winning the case.Training for your Team
Would you like to arrange training for your team to reduce the risk of both unhappy employees and claims being made against you? Please get in touch for a no obligation discussion, we can offer training anywhere in the UK in person or delivered remotely via MS Teams.
Please drop me an email [email protected]
Fixed Price Advice from Real Experts
As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR HarbourDon’t forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006
We have a variety of free documents and letters which are available to download here: DIY Documents
We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
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- Visa fler
