There is lots to think about when starting a new job, or when hiring new staff. It is important that there are good processes in place so that everyone meets their responsibilities and everyone’s rights are protected.
When employment contracts end through resignation, retirement, dismissal or redundancy, there are rights and responsibilities for both the employer and employee.
Employees and workers are entitled to various types of leave depending on their circumstances and the length of time they have been employed.
Clear workplace policies and procedures help organisations to be productive, efficient and maintain high levels of staff morale. Ensuring that everyone knows how and why things are done is a key component in establishing best employment practice. Check out our free 'Employment Document Toolkit' to create your own policies and procedures that adhere to legal requirements and best practice, and which meet the particular needs of your organisation.
Issues and problems can arise in any workplace. If not resolved they can cause lasting damage to individuals, to the business and to relationships. It is important to ensure there are fair processes in place to deal with problems and that organisations adopt a best practice approach. We run free training seminars and briefings and have guides, template policies and flowcharts to help. Where additional support is needed we offer free, impartial and confidential conciliation, mediation and arbitration services.
Employees and workers receive some form of payment in return for the work they do.
The National Minimum Wage Act 1998 created a minimum wage across the UK.
The hourly rate for the minimum wage depends on your age and whether you’re an apprentice and it changes every 1 April.
The real Living Wage is based on the cost of living and is voluntarily paid by employers.
Women expecting a baby who satisfy the qualifying conditions are entitled to a maximum of 39 weeks SMP.
When your wife, partner or civil partner gives birth or adopts a child, you may be entitled to Statutory Paternity Pay.
One of the qualifying conditions for receipt of SAP is to have average weekly earnings (before tax) of £123 or more (April 2023).
From April 2023 Statutory Shared Parental Pay will paid at £172.48 per week or 90% of average weekly earnings (AWE), whichever is lower.
Employers should indicate to their employees when and how they will receive their pay.
Employers are responsible for the payment of Statutory Sick Pay (SSP) for periods of illness of four days or more up to a total of 28 weeks' absence in any one period of incapacity for work.
A payment in lieu of notice is made in circumstances where an employee is not required to work their notice period but is paid a sum of money instead.
Employers are legally obliged to provide employees with an itemised pay statement. These are usually called payslips or wage slips.
Final pay given to an employee can be different from their regular pay.
Employers must pay their employees for statutory holidays (contractual holidays may differ) that have been built up but not taken at the time they leave their employment.
We also use analytics & advertising services. To opt-out click for more information.