Category: Personnel
Updated Home Office guidance – Employer’s guide to right to work checks
The Home Office has updated its guidance Employer’s guide to right to work checks. The guidance applies to right to work checks conducted on or after 13 February 2024. The most significant updates relate to: An increase to the maximum civil penalty for non-compliance with the Right to Work Scheme. The civil penalty for employers will be […]
Read MoreNew CIPD guidance – terminal illness
New guidance for people professionals has been provided by the CIPD on supporting and managing employees with a terminal illness. Many employees need or want to carry on working with their diagnosis. The guide provides practical strategies on creating an inclusive and supportive culture, developing a framework to support employees, managing absence and leave and […]
Read MoreChanges to flexible working requests
The introduction of The Employment Relations (Flexible Working) Act 2023 and The Flexible Working (Amendment) Regulations 2023, both of which come into effect on 6 April 2024, make significant changes to flexible working requests. The key changes and the implications for both employers and employees are considered in this article. Consultation One of the key changes under this […]
Read MoreHoliday pay guidance
The government has released new guidance entitled ‘Holiday pay and entitlement reforms from 1 January 2024’. The guidance follows reforms made to the Working Time Regulations to simplify holiday entitlement. The changes came into effect from 1 January 2024. We reported on these changes back in November in our News & insights section of the CEFM website. […]
Read MoreOver £470k in compensation for unfair dismissal claim
Back in October we reported on the case on Mr C Borg-Neal v Lloyds Banking Group PLC which examined how context can make all the difference in determining whether a dismissal was fair or unfair. The employment tribunal (ET) has now awarded over £407k in compensation for the unfair dismissal claim. Dismissed for gross misconduct […]
Read MoreChanges to paternity leave
The government has published new draft legislation, The Paternity Leave (Amendment) Regulations 2024, which will come into force on 8 March 2024. It will only apply to parents where the expected week of childbirth is on, or after, 6 April 2024, and to children whose expected date of placement for adoption, expected date of entry into Great Britain for adoption […]
Read MoreInadequate support for women dealing with menopause in the workplace
A recent survey carried out by Unite union has shed light on an important issue in the workforce: a shocking 83% of women experiencing menopausal symptoms have no access to support at work. Many women stated that they feel uncomfortable discussing the menopause in male-dominated environments. Furthermore, male managers often lack understanding about the health […]
Read MoreCan settlement agreements be used to settle future unknown claims?
In the case of Bathgate v Technip Singapore PTE Ltd 2023, Scotland’s Court of Session has held that if the settlement agreement is clear enough in its waiver then it can be used to settle future claims. Mr Bathgate was employed between 1997 and 2017 by Technip Singapore PTE Limited as Chief Officer for a […]
Read MorePersonnel changes from April 2024
From 6 April 2024, there are some changes to the rules about flexible working, leave for employees with a dependent with a long-term care need and protection from redundancy for those on maternity, adoption or shared parental leave. School should consider the need to update any policies which are relevant to the changes. Flexible working From […]
Read MoreRedundancy – failure to consult
Circumstances may arise where change, for example, due to education initiatives, organisational requirements or budgetary position, make it necessary to review and seek changes to the staffing structure. This could either be across a school or in particular areas, leading to changes in roles, contractual terms and conditions, or proposed redundancies. Where redundancies are envisaged, […]
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