This note provides an overview of the origins of the furlough scheme, its implications for employers in relation to potential redundancies and key factors they need to consider, along with some associated complexities around working from home.
This document contains template letters for adaptation for use at each stage of a formal disciplinary or poor performance procedure.
This guidance sets out the duties and obligations of businesses towards their staff under the Equality Act 2010.
This guidance offers practical advice to businesses to help prevent bullying and harassment in the workplace and to deal with any cases that occur.
This guidance offers practical advice to businesses in complying with minimum holiday rights for employees.
This guidance offers practical advice to businesses to help with the operation of probationary periods and issues associated with this.
It is good practice for organisations to implement and uphold an Equality Policy.
It is important that poor performance is managed effectively, but commonly businesses find this one of the most difficult areas to manage and, as a result, do nothing, which compounds the problem and risks claims for unfair dismissal.
This note provides a checklist of the steps involved in the recruitment process.
The purpose of this note is to set out some key legal and practical issues to consider when managing absent employees, to help ensure that any legal risk to your business is minimised.
This guide contains four template letters to be used by employers in conjunction with the grievance procedure.
This policy is for use by employers to provide practical assistance with responding to requests from employees for flexible working.
The purpose of this policy is to provide guidance about arrangements for sick pay and for reporting and managing sickness absence.
This note provides a short guide to the steps an employer can take to protect itself from competition from ex-employees.
This policy is for use by employers to provide practical assistance on the use of social media by employees.
This note provides a brief summary of rights to time off for antenatal appointments, maternity leave and pay.
This note provides practical guidance on how properly to deal with discipline and misconduct in the workplace to ensure that any legal risk to your business is minimised, in particular, to reduce the risk of claims of unfair dismissal and wrongful dismissal.
This guidance offers practical advice to businesses to help with responding to grievances.
All businesses should have a disciplinary and poor performance policy to help reduce legal risk by ensuring disciplinary matters are dealt with fairly and in accordance with the ACAS Code of Practice.
This policy sets out what we will do if compulsory redundancies become necessary, including the steps we will take to try to avoid redundancies.
This policy is for use by employers to provide practical assistance on the use of IT and communications systems by employees. The policy can be easily adapted to suit individual employers’ requirements. Use of this policy will help employers ensure that use of IT and communications systems by employees is appropriate and in the interests of the business.
This guidance offers practical advice to businesses in complying with their rights and obligations under the Working Time Regulations. Following this guidance will help to reduce the risk of successful claims by employees.
These letters are designed to be used in a redundancy situation. Where there is a collective redundancy situation, additional consultation will be required with representatives of the employees and additional wording will need to be inserted in the letters.
Is your business prepared? Improper use of social media by employees carries potentially significant legal risks to businesses, including unauthorised disclosure of confidential information, infringement of party intellectual property rights, and liability for discriminatory, bullying or defamatory comments posted by employees.
In 2013, the government introduced tribunal fees as a precondition for individuals being permitted to bring claims before the employment tribunal in the vast majority of cases. Prior to this, it had always been free to pursue a claim in the tribunal.