With the school year back up and running, there are many parents who are looking to return to the workplace on a flexible basis and to work around school hours.
Whilst many businesses may be unable to accommodate this type of working, more and more companies are seeing the benefit of providing flexible working arrangements to tap in to the pool of skilled and experienced parents looking to return to the workplace.
Existing staff can benefit too and whilst there is no mandatory requirement to grant flexible working, parents of children aged 16 and under (disabled children under 18) and carers of adults who have been employed for a period of 26 weeks have the right to apply to work flexibly. Applications need to be made in a specific format detailing what arrangement the employee wants to propose and how they feel it would fit in with the needs of the…
In perhaps the most important judgment in employment law of the last fifty years, the government announced the abolition of employment tribunal fees after the Supreme Court ruled them unlawful.
The surprise ruling by seven justices overturned judgments by the High Court in 2013 and the Court of Appeal in 2015. Instead, the justices unanimously backed an appeal by trade union Unison which argued that the fees were introduced unlawfully.
The immediate consequence is that the Fees Order is quashed so that as of today fees cease to be payable for claims in the employment tribunal (ET) and appeals to the EAT, and…
Peter Lynn and Partners have delivered the first in a series of workshops for businesses in the local community by partnering Swansea BID for a HR & Employment Law talk.
The breakfast event took place in the Dragon hotel and focused on the common employment headaches faced by business people such as salaries, holiday pay, discrimination, employment contracts, plus many other “hot topics” regularly encountered by small to medium sized companies in the area.
Swansea BID Chief Executive, Russell Greenslade, said: “I am pleased to launch the Swansea BID Benefits Workshops. I hope they will give local businesses some invaluable guidance…
To meet the ever-changing needs of the marketplace we have designed a bespoke Human Resources support plan – The Guardian Scheme.
The scheme addresses both the legal and human resource requirements of your businesses as well as health and safety advice as an affordable optional extra.
By addressing both functions we can protect and support our clients while maximising the potential of their greatest asset – their people; and allowing them to concentrate on doing what they do best – running their business.
Guardian Scheme Benefits
- Comprehensive HR advice
- Monthly meetings either by telephone or face to face
- On-line telephone support on…
Whether you are a micro-SME employing less than five people or a well-established, multi-site organisation employing five hundred plus, HR matters can be an issue for many business and potentially very costly.
It is with this in mind that we pose the question “HR Consultant or Employment Lawyer?” as a recent case brought this question to the fore with a very clear answer.
Whilst we are unable to identify the company in question, we are able to outline some key aspects of the case, in particular, the client’s thoughts on this question.
The client, a charitable organisation, required our services to defend…
A question we are frequently asked is “Is it better to hire staff as employees or as self-employed contractors?”
The answer depends entirely on you individual business need and each option has its own merits.
Employees provide much greater certainty in knowing what resources are available, when and with what skill-set.This not only enables you to plan ahead more accurately but it gives you greater control over what tasks are carried out, by whom and how much it will cost.
As an employer it is worth noting you will have a number of statutory obligations to uphold such as holiday entitlement, termination…
Any business employing staff will have someone responsible for HR.
This could be the owner if it is a small business or a HR team if it is a larger company.
Whilst the vast majority of companies seek to operate in line with UK Employment Law, for those who do not have a legal partner in place, the first time they become aware of any legal shortcomings is when they engage a legal practice to represent them in an employment tribunal.
Employment contracts, staff hand books and other documentation is in place for many businesses however it is not always kept up…