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, you can record an absence for an employee with a disability, but it’s important to distinguish if the absence is disability-related. You must treat it fairly, ensure reasonable adjustments are considered, and avoid penalising the employee for disability-related absences. For free managers guides and templates – Supporting Disabilities support (Support section) 👉 – https://breathingspacehr.co.uk/how-to-hr/
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 moreStart with a fair investigation. Consider suspension only if necessary. If there’s a case to answer, invite to a hearing with evidence, allow a companion, decide an appropriate outcome, and offer a right of appeal.
Read moreYou pay normal pay if the employee is off sick and unable to work during their notice period.
Read moreCommunicate clearly and early, involve employees where possible, and support managers to lead through change. Consistency, transparency, and listening to concerns help build trust and reduce resistance.
Read moreAcknowledge promptly Investigate impartially Hold a grievance meeting (allow a companion), decide and confirm in writing, and offer an appeal. Keep clear records and timeframes.
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