Changes to Paternity leave - are you ready?

Changes come into effect in April 2011 which will allow parents to split the responsibility for child care.  New fathers will be able to take a minimum of 2 weeks and a maximum of 26 weeks additional paternity leave in circumstances where the mother of the child has returned to work before the end of her statutory maternity leave.

The same rights will apply to an employee whose partner, whether of the same or opposite sex, has taken adoption leave and returned to work before it has expired.

Also in April 2011, statutory maternity pay (SMP), statutory adoption pay (SAP) and statutory paternity pay (SPP) will increase from £124.88 to £128.73 per week.  The earnings threshold for these benefits will increase from £97.00 to £102.00.

Make sure your policies and procedures reflect current legislation and best practice.

January sale - HR style

Happy New Year everyone.

For many of us this is the first working day of 2011.  For those of you running your own business, I wish you success, prosperity and good health in the year ahead.

To those of you in the Lancashire/North West area, I am offering the first 5 SMEs to contact me a FREE review of your employment contracts and HR processes.  Start the year as you mean to go on, make sure you are fully compliant with employment legislation and you have in place HR procedures that support your business and help you to get the best out of your staff. 

Good luck and I look forward to hearing from you.

Seasons greetings to all my readers

I confess I don't quite understand why my blog attracts readers from around the globe but you are all very welcome. Today is my last working day before Christmas so I take this opportunity to wish everyone good health and happiness, whatever your race or religion and however you will be spending this Christmas time. For those of you running businesses I wish you prosperity in 2011.

So to all my readers - from Belize to Canada, the UK to Eastern Europe, Asia to Australia -

Happy Christmas

Severe weather continues to cause disruption

2010 has brought us snow, ice and freezing temperatures far in excess of anything we have experienced for decades. Will this become the norm in future? Who knows? It's only December and winter has just started so businesses should be considering how they will cope if the severe weather continues.

Putting in place a severe weather strategy, or policy, is sensible as this will avoid any confusion. Are you obliged to pay staff who do not turn up for work because of the weather conditions? Well, no, unless your contracts specify otherwise. But, when staff are making a genuine effort to get into work, you may wish to think about this and be a little more creative. I'm sure most of us have experienced disruption to our travel arrangements in recent days. Can staff work from home? Have you considered flexible working, ie changing start and finish times to avoid peak travel periods? Can alternative modes of transport be used?

Demonstrating flexibility and working with your employees during difficult times is usually rewarded with loyalty and commitment.

Last week, a journey that would normally take me an hour took 8 hours. There is nothing you can do when you are stuck on a motorway without moving for 3.5 hours. I'm sure the Transport Minister must have a difficult job at the moment but I don't have a lot of sympathy with some of his excuses. The Scandinavians laugh at us, and I believe rightly so. In this day and age it is ridiculous that we get caught out by snow fall every time it occurs!

Another excellent event hosted by Taylors

Yesterday I attended the 2nd 'HR Exchange' which is hosted by Taylors Solicitors and supported by several local businesses. As with the 1st HR Exchange, back in September, this was an excellent and informative event.

All the speakers were engaging but I particularly enjoyed the presentations by Oliver McCann, an employment law partner at Taylors. Oliver provided advice and guidance on dealing with poor performance (from a legal perspective), along with an update on the latest changes in employment legislation that all HR professionals need to be familiar with.

I pride myself on having been trained by some of the best employment lawyers in the business and having a very good understanding of employment legislation but, as always, there are things to learn and I came away from the HR Exchange with some very good tips and guidance for the future.

........and I won the business card draw! I'm now the proud owner of a special anniversary edition of the book "How to Win Friends and Influence People"!

Thanks to all involved for an excellent morning.

Had your staff Christmas party yet?

It's that time of year when HR are traditionally bombarded with questions about the staff Christmas party. Many companies find this a minefield and worry about breaching numerous employment laws around this time. It's true, the staff Christmas party can be fraught with difficulties but my advice is to apply a little common sense.

• Christmas is a religious festival (although in these days of commercialism this is sometimes forgotten!). However, the staff Christmas party is seen more as a way to thank your staff for a year of hard work and commitment rather than as a religious celebration. If you make this clear in communications about your party you should not offend non-Christian employees.
• Be mindful of staff who do not drink alcohol, either by choice or religion, and select the venue/theme for your party carefully in accordance with your workforce. Make sure non-alcoholic drinks are available.
• There is no doubt that alcohol can play a part in unwanted behaviour which could be deemed as harassment or discrimination. Ask someone responsible not to drink alcohol at the party so they can monitor, and deal with, inappropriate behaviour if necessary.
• Make sure that different dietary requirements are catered for, whether on the grounds of preference or religion.
• Think about the timing of your party - does it discriminate against particular groups, eg Orthodox Jews who have to be home an hour before dusk on a Friday for the start of their Sabbath.
• Your chosen venue should have adequate health & safety procedures in place but you should check this yourself ahead of the event.
• Make sure physical assistance or adjustments are in place for disabled staff.
• Finally, remind your staff that they will be representing the company when at the party and therefore your policies still apply with regard to appropriate behaviour and what will, and won't, be tolerated.

You need to communicate the above to your staff, at the same time as wishing everyone a merry Christmas and an enjoyable event!

Good luck.

Qualifying period for unfair dismissal under review

No timetable has been announced, however, the Government is reviewing the qualifying period for unfair dismissal and considering increasing it from one year to two. Apart from automatic exceptions such as whistleblowing and discrimination, the length of service required to bring a claim for unfair dismissal is currently one year.


Employers should not see this as an excuse to treat employees unfairly and should always follow 'best practice' in order to protect themselves and their employees. It is thought that, by increasing the qualifying period, employees may be more likely to try and bring claims for discrimination rather than unfair dismissal. Unlike unfair dismissal claims, discrimination claims are uncapped and are far more costly for employers to defend.