To minimise legal risks:
Consult Experts – Seek HR advice when handling complex HR matters!
Follow Employment Laws – Stay updated on labour laws and regulations.
Document Everything – Keep detailed records of performance, complaints, and terminations.
Train Managers & HR – Provide training on fair hiring, workplace conduct and payroll compliance.
Use Clear Policies – Ensure policies on termination, discrimination, and wages are well documented and consistently applied.
Conduct Regular Audits – Review payroll, contracts, and workplace practices to identify risks.
Yes By law, part-time employees and workers are protected from being treated less favourably than a full-time ‘comparator’. The law is the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000. The bank holiday allowance should be pro rata (proportioned into hours worked) and added to their holiday allowance. For free managers guides and templates […]
Read moreThe statutory notice period in the UK depends on how long an employee has worked for their employer: 1 month to 2 years: At least one week’s notice 2 to 12 years: One week’s notice for each year of service, up to a maximum of 12 weeks 12 years or more: 12 weeks’ notice Contractual […]
Read moreNo, an employee doesn’t need to be signed back to work by a doctor unless their employer specifically requires it, such as for health and safety reasons. Fitness to work should be discussed at the return to work meeting.
Read moreStatutory redundancy pay if employees have at least 2 years of continuous service. The amount paid depends on age, years of service, and weekly salary (up to a cap). The formula is: half a week’s pay for each full year you were under 22 one week’s pay for each full year you were 22 or […]
Read morematernity leave is 52 weeks (26 weeks ordinary and 26 weeks additional), with statutory maternity pay (SMP) for up to 39 weeks. Paternity leave is 1 or 2 weeks, with statutory paternity pay (SPP) for up to 2 weeks. Both are subject to eligibility criteria.
Read moreYou pay normal pay if the employee is off sick and unable to work during their notice period.
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