You continue the suspension process, as a fit note for work-related stress does not override the suspension. However, you should acknowledge the fit note, offer support, and manage the investigation sensitively.
The 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 moreMake repeated contact attempts, document everything, and invite them to a meeting. If no valid reason emerges, manage under your disciplinary policy.
Read moreAssess Current Systems Identify what’s not working—look for delays, errors, or frequent employee complaints. Gather User Feedback Ask HR staff and employees what features they need or what slows them down most. Research Modern Solutions Explore up-to-date HR platforms integrating payroll, performance, leave, and recruitment (e.g. myHRIS). Plan a Phased Upgrade Prioritise key pain points […]
Read moreYou pay normal pay if the employee is off sick and unable to work during their notice period.
Read moreCheck the employment contract for a layoff clause. Provide written notice explaining the reason for the layoff. Offer statutory guarantee pay if eligible. Consult with the employee and explore alternatives (e.g., reduced hours). If the layoff is extended, consider redundancy procedures. The employee can also request redundancy. Employees can apply for redundancy and claim redundancy […]
Read moreProbation allows faster decisions but still requires a fair process: concerns explained, a chance to respond, notice/pay handled correctly, and care taken to avoid discrimination.
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