[Updated 07/04/2026] (Figures shown are for the 2026-27 year starting from 06/04/2026; figures in brackets are for the previous year). There are many valid reasons why an employer may dismiss an employee fairly. The topic covers points when an individual is dismissed unfairly such as when the alleged reason is demonstrably false, the procedure used […]
Author: barred
Jim Is a very experienced manager of hospitals/health services and hr manager/director of both health and commercial organisations. He is professionally qualified and enjoys helping individuals or organisatioins to tackle issues effectively and develop their confidence going forward.
Guarantee Pay #
Guarantee Pay and Short Time Working ~/ Revised 03/04/26 Rates shown apply from 06/04/26; rate for previous year are shown in brackets The rates below are the statutory rates applicable to an employee being laid off or placed on short time working. Guarantee pay is not payable for any days on which you work even […]
Risk Assessments
[07/04/2026] Managers should bear in mind that they have a duty to conduct risk assessments for a range of situations. Some of those assessments have to be repeated at specific times. Pregnancy – Risk Assessments An employer should conduct an assessment when he/she is notified that a woman is expecting. Note that a second risk […]
Laid Off or Short Time Working
[Updated 19/03/26] Placed on Short Time Working or Laid Off Normally, short time working or being laid off is only lawful if there is a term to that effect in: An employee may be entitled to redundancy pay if he/she is laid off without pay or placed on short time which means working for less […]
Sickness or Health Issues #
[Updated for changes from 6th April 2026] Rates for the current and previous year are given (The rates for the previous year are shown in brackets) Self-Certificates for Sickness Absence Normally an employee is required to provide a self-certificate to cover the first 7 calendar days* of a period of sick absence. From the eighth […]
Fines & Other Tribunal Orders Against an Employer
[Updated 06/04/2026] Fines and Orders Against an Employer A Tribunal has various powers to award compensation and other remedies to an employee when a statutory entitlement has been breached by an employer. Employment Tribunals also have other powers that the judge/panel can exercise but those orders do not generally lead to payments to an employee. […]
Written Particulars of Employment #
[Updated 14/04/2026] Written Particulars of Employment ~ It is a legal rquirement to provide employees with written particulars of their employment. The terms to be included are laid down by legislation. Individuals often refer to those as their contract of employment but a contract is a more detailed and comprehensive document. The written particulars do […]
Contract of Employment
Contract Terms v Written Particulars of Employment ~ [Updated 06/04/2026] Often, people use these phrases interchangeably but their effect is quite different. Contract of Employment A contract of employment should contain the complete terms on which an individual has been employed i.e. a comprehensive document of the respective rights of the employer and employee. The […]
Notice Periods #
[Updated 14/03/2026] Notice Periods ~/ Minimum periods are set by statute but an employer may give and require longer periods than the statutory periods of notice. Always check your written particulars/statement of terms for your notice periods Notice and Pay to be Given to an Employee ~/ Statutory entitlement is based upon the length of […]
Flexible Working – Statutory Right #
Flexible Working ~/ [Updated 06/04/2026] Qualifying Conditions for Flexible Working The right to make a request for flexible working now applies from the first day of employment; there is no longer a 6 month service requirement. Employees have a statutory right to request a flexible working arrangement: – Two requests may be made in a […]