The annual increase in statutory maternity, paternity and adoption pay comes into effect on 1 April 2012 so you need to make sure you're ready and your payroll systems are updated accordingly. The rate increases from £128.73 to £135.45 per week.
Statutory sick pay goes up, on 6 April 2012, from £81.60 to £85.85 per week.
You should also be preparing for the changes to national insurance and income tax rates for 2012/13, which come into force on 6 April 2012.
Employers may also wish to note 21 March in their diaries, when Chancellor George Osborne will deliver his 2012 Budget.
Need expert HR advice but don't know where to turn? - Look no further!
Friday, 9 March 2012
Tuesday, 14 February 2012
Love is in the air!
Well it's Valentine's Day and love is in the air. But a survey commissioned by XpertHR, based on responses from HR professionals at 200 UK organisations, indicates that a third of employers say they have prohibited relationships between managers and subordinates and one-in-six employers have prohibited relationships between employees and customers.
Interestingly, the survey found that more than two-thirds of employers do not have a policy in place to deal with workplace relationships. Among those that have no policy, the most common approach is to cover it within broader policies, such as those on conduct or ethics.
Respondents to the survey gave some insight into the type of action taken when relationships develop in the workplace. Most commonly employees are asked to inform line managers or HR departments when notifying the company of a workplace relationship.
Respondents also said they embarked on informal discussions with HR or line managers, while on a more negative note, some said that they monitor colleagues in relationships "for problematic behaviour".
But all is not lost on this Valentine's Day, some employers said they support workplace relationships and the most common response from those surveyed was to take no action at all on learning of relationships between colleagues. As many people meet their future spouses in the workplace, let's hope that employers take a sensible approach to such developments.
Happy Valentine's Day everyone!
Interestingly, the survey found that more than two-thirds of employers do not have a policy in place to deal with workplace relationships. Among those that have no policy, the most common approach is to cover it within broader policies, such as those on conduct or ethics.
Respondents to the survey gave some insight into the type of action taken when relationships develop in the workplace. Most commonly employees are asked to inform line managers or HR departments when notifying the company of a workplace relationship.
Respondents also said they embarked on informal discussions with HR or line managers, while on a more negative note, some said that they monitor colleagues in relationships "for problematic behaviour".
But all is not lost on this Valentine's Day, some employers said they support workplace relationships and the most common response from those surveyed was to take no action at all on learning of relationships between colleagues. As many people meet their future spouses in the workplace, let's hope that employers take a sensible approach to such developments.
Happy Valentine's Day everyone!
Monday, 13 February 2012
Are footballers above the law?
Employment law that is!
I can't be the only person who watched with disgust as Luis Suarez deliberately snubbed Patrice Evra by refusing to shake his hand ahead of the game at Old Trafford last Saturday. I'm not a football supporter and was not aware of the eight match ban that Suarez had already served for racially abusing Patrice Evra last October but I was watching the news and my hackles were raised by the simple lack of common decency displayed by Suarez, so I started to take an interest.
Employment law covers issues of bullying, harassment and racism for a reason. These players were doing their job, and are employed by the football clubs, so surely action should be taken to resolve this issue!?
I was pleased to see that both Suarez and the football club issued apologies the following day. Call me cynical but I suspect this was only as a result of media coverage and public opinion, rather than a genuine apology. If I was in Patrice Evra's football boots I would be thinking 'too little, too late'!
I can't be the only person who watched with disgust as Luis Suarez deliberately snubbed Patrice Evra by refusing to shake his hand ahead of the game at Old Trafford last Saturday. I'm not a football supporter and was not aware of the eight match ban that Suarez had already served for racially abusing Patrice Evra last October but I was watching the news and my hackles were raised by the simple lack of common decency displayed by Suarez, so I started to take an interest.
Employment law covers issues of bullying, harassment and racism for a reason. These players were doing their job, and are employed by the football clubs, so surely action should be taken to resolve this issue!?
I was pleased to see that both Suarez and the football club issued apologies the following day. Call me cynical but I suspect this was only as a result of media coverage and public opinion, rather than a genuine apology. If I was in Patrice Evra's football boots I would be thinking 'too little, too late'!
Wednesday, 8 February 2012
Check it out !
I'm very excited to have launched my first e-newsletter and my revamped website is now live. If you haven't already looked at the website please check it out.
If you weren't on the distribution list for my e-newsletter and would like a copy, please let me know. The newsletter is designed to keep my clients and followers up-to-date with things that are happening in HR and employment legislation which have an impact on all those running a business. We're all in danger of getting 'information overload' so the newsletter is short, snappy and without jargon. It's completely free and may just provide you with some surprising and interesting information.
My thanks, as always, go to Neil Priddey the brilliant creative director at CFH Design who put up with me during the website revamp and has made sure all my communications are properly branded. I'd be lost without you!
If you weren't on the distribution list for my e-newsletter and would like a copy, please let me know. The newsletter is designed to keep my clients and followers up-to-date with things that are happening in HR and employment legislation which have an impact on all those running a business. We're all in danger of getting 'information overload' so the newsletter is short, snappy and without jargon. It's completely free and may just provide you with some surprising and interesting information.
My thanks, as always, go to Neil Priddey the brilliant creative director at CFH Design who put up with me during the website revamp and has made sure all my communications are properly branded. I'd be lost without you!
Monday, 23 January 2012
Could this see the end of spurious Employment Tribunal claims?
The Government has outlined two options for the introduction of fees in order to take a claim to an Employment Tribunal.
Option one is that an initial fee of between £150 and £250 will need to be lodged for a claimant to bring a claim, with an additional fee of between £250 and £1,250 if the claim goes to a hearing, with no limit to the maximum award a tribunal could grant. Option two is a single fee of between £200 and £600, but this would limit the maximum award to £30,000, with an option of an additional fee of £1,750 for those who are looking for awards above this limit.
In both of the above options, the tribunal would have the power to order the unsuccessful party to reimburse fees paid by the successful party.
Published statistics show that there were 218,100 claims via the employment tribunal system in 2010-11, an increase of 44% on the year 2008-09. The estimated cost to the tax payer rose from £77.8 million to £84 million over the same period.
Justice Minister, Jonathan Djanolgly, said “Currently, the UK taxpayer bears the entire £84 million cost per year of resolving other people’s employment disputes at tribunals. This is not sustainable. We believe that people should pay a fair amount towards the cost of their case. Fee waivers will be available for people on low incomes to protect access to justice. Our proposed fees will encourage businesses and workers to settle problems earlier, through non-tribunal routes like conciliation or mediation and we want to give businesses, particularly small businesses, the confidence to create new jobs without fear of being dragged into unnecessary actions”.
The consultation will continue until March 2012. If approved, the intention will be to introduce fees no earlier than 2013-14.
I, for one, hope the introduction of fees will act as a deterrent to those who decide to 'chance their arm' and bring a claim unnecessarily.
Option one is that an initial fee of between £150 and £250 will need to be lodged for a claimant to bring a claim, with an additional fee of between £250 and £1,250 if the claim goes to a hearing, with no limit to the maximum award a tribunal could grant. Option two is a single fee of between £200 and £600, but this would limit the maximum award to £30,000, with an option of an additional fee of £1,750 for those who are looking for awards above this limit.
In both of the above options, the tribunal would have the power to order the unsuccessful party to reimburse fees paid by the successful party.
Published statistics show that there were 218,100 claims via the employment tribunal system in 2010-11, an increase of 44% on the year 2008-09. The estimated cost to the tax payer rose from £77.8 million to £84 million over the same period.
Justice Minister, Jonathan Djanolgly, said “Currently, the UK taxpayer bears the entire £84 million cost per year of resolving other people’s employment disputes at tribunals. This is not sustainable. We believe that people should pay a fair amount towards the cost of their case. Fee waivers will be available for people on low incomes to protect access to justice. Our proposed fees will encourage businesses and workers to settle problems earlier, through non-tribunal routes like conciliation or mediation and we want to give businesses, particularly small businesses, the confidence to create new jobs without fear of being dragged into unnecessary actions”.
The consultation will continue until March 2012. If approved, the intention will be to introduce fees no earlier than 2013-14.
I, for one, hope the introduction of fees will act as a deterrent to those who decide to 'chance their arm' and bring a claim unnecessarily.
Thursday, 5 January 2012
Happy New Year - Are you ready for the forthcoming changes in Employment Legislation?
Well, it's the start of another year and, as always, things don't stand still when it comes to HR matters. Important new employment legislation has already been announced and I will be updating you on various topics in the coming days.
Let's start with one of the most significant changes, which will come into force on 6 April 2012. The qualifying period for unfair dismissal protection will increase from one year to two. The Government has said this is intended to "provide more time for employers and employees to resolve difficulties, give employers greater confidence in taking on people and ease the burden on the employment tribunal process".
Don't get complacent though. This is certainly not a green light for employers to avoid adopting best practice when it comes to their staff and HR matters. And don't forget, certain criteria are protected from day one of employment so make sure you are getting correct advice.
Employers get the best out of their staff by treating them properly, investing in their careers and encouraging teamwork. Do you want to be an employer of choice in 2012? Then it's time to engage with your workforce.
Let's start with one of the most significant changes, which will come into force on 6 April 2012. The qualifying period for unfair dismissal protection will increase from one year to two. The Government has said this is intended to "provide more time for employers and employees to resolve difficulties, give employers greater confidence in taking on people and ease the burden on the employment tribunal process".
Don't get complacent though. This is certainly not a green light for employers to avoid adopting best practice when it comes to their staff and HR matters. And don't forget, certain criteria are protected from day one of employment so make sure you are getting correct advice.
Employers get the best out of their staff by treating them properly, investing in their careers and encouraging teamwork. Do you want to be an employer of choice in 2012? Then it's time to engage with your workforce.
Tuesday, 20 December 2011
Record £4.5m damages awarded to Doctor forced out of her job following maternity leave!
A record payment of almost £4.5m has been awarded by a UK Employment Tribunal to Dr Eva Michalak, who was forced out of her job following her maternity leave. Dr Michalak is reported to have been 'profoundly traumatised' by 'years of psychological abuse' to the extent that her husband had to give up his job as a scientific researcher in order to look after her. Dr Michalak said of her employer 'They destroyed my life, my health and my career. Their dishonesty was staggering'.
The Employment Tribunal said 'We are positively outraged at the way this employer behaved. The claimant was subjected to a campaign, suspended, had her suspension unnecessarily prolonged and was then dismissed for a reason that related to her pregnancy. She has lost her role and status. She is never going to return to work as a doctor, a profession she cherished'.
Dr Michalak's husband said 'This payout is not a win. All she ever wanted was to work'.
The amount of the award has shocked many. The fact that an employer would behave in this way has shocked many more. Whilst claims for race or sex discrimination continue to be uncapped, this should be a warning to any unscrupulous employers out there!
Want to know how the figure was reached? Click here.
The Employment Tribunal said 'We are positively outraged at the way this employer behaved. The claimant was subjected to a campaign, suspended, had her suspension unnecessarily prolonged and was then dismissed for a reason that related to her pregnancy. She has lost her role and status. She is never going to return to work as a doctor, a profession she cherished'.
Dr Michalak's husband said 'This payout is not a win. All she ever wanted was to work'.
The amount of the award has shocked many. The fact that an employer would behave in this way has shocked many more. Whilst claims for race or sex discrimination continue to be uncapped, this should be a warning to any unscrupulous employers out there!
Want to know how the figure was reached? Click here.
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