From one time to another, employing organisations will experience absence by their staff due to illness. Illness absences are usually unplanned. This makes planning and covering work difficult for employers given the short notice of illness occurrences.
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.
Putting an effective performance management system in place is a key component in best employment practice. Clear, consistent communication and a constructive approach to employee development can bring out the best in organisations and individuals.
Disciplinary issues arise when the employer has concerns about an employee’s conduct, absence from work or the way they are performing in their job. They may start a disciplinary procedure which could lead to disciplinary action (including dismissal in more serious cases).
Flexible working can deliver a win-win situation where employees are happier and more engaged because they are better able to manage the various demands on their time.
Disciplinary procedures are used for dealing with problems with employees' conduct or their performance, which could lead to warnings or dismissal.
A positive recruitment experience gets the working relationship off to the best start. It is important to follow a number of steps and adopt a best practice approach.
Employers are required to provide employees with a written statement of particulars of employment within two months of the commencement of employment.
A volunteer is not an employee or a worker and does not have an employment contract.
Employees, workers and contractors have different rights and responsibilities.