The healthcare sector is, at the time of writing, under a significant amount of pressure as it still tries to recover from the coronavirus pandemic and a backlog of patients needing treatment. This has led to employment and HR challenges as employees are being absent more frequently, especially at key patient touchpoints like GP practices.
As a UK employer, you’ll likely have many questions around zero hours contracts if you haven’t used them before. While they offer benefits for employers by allowing specific pieces of work to get done efficiently, it is important they understand how these contracts interact with things like holiday pay.
Flexible working is becoming a more common model for many businesses, especially since the coronavirus pandemic. The traditional 9-5 is no longer the set way of operating in the modern working world.
Effectively managing poor employee performance is an essential skill for employers, ensuring a productive and harmonious workplace. While the focus is on improvement, it’s crucial for employers to establish clear consequences for persistent poor performance.
As the festive season approaches, employers are gearing up for a well-deserved break, and it’s crucial to ensure a smooth closure of operations during this joyful time. To help navigate the challenges that can arise when preparing to close the office for Christmas and New Year, we’ve compiled our “Top Ten Tips Festive Period Closure Tips for Employers.”
In a pivotal development for the UK workforce, the Carer’s Leave Act 2023 (Commencement) Regulations 2023 (SI 2023/1283) have been enacted, signalling the imminent implementation of the Carer’s Leave Act 2023.
This month marks a significant milestone in our journey – 15 incredible years of hard work, growth, and success. As we reflect on this milestone, our hearts are filled with gratitude for the amazing individuals who have been an integral part of our success story.
In May of this year (2023), the Neonatal Care Bill received royal assent and was passed into law. As the name suggests, it is intended to make additional provisions for those in work with a responsibility for children who are receiving neonatal care. Although the rights given by this legislation will only come into force in April 2025, it’s important for both individuals and organisations to be aware of the effect it will have.
Advice on Settlement Agreements Employees
Advice on Settlement Agreements Employers