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March 21, 2011
Although it had been intended for some time that the right to request flexible working would be extended to cover parents and carers of all children under 18 from 6 April 2011, the Government announced on 18 March 2011 that this change would not be brought in after all. Read more
March 15, 2011
[NOTE: Since this article was written the Government confirmed on 18 March 2011 that the right to request flexible working will not, after all, be extended to parents of any non-disabled child under 18, but will continue to apply to parents of children aged 16 and under.] Read more
March 15, 2011
After considerable confusion caused by the Government issuing a set of transitional provisions which meant that employees already over 65 could no longer be retired, whereas those reaching 65 between April and September could be, a revised draft of the transitional provisions was issued on 1 March 2011. These come into force on 6 April 2011. Read more
March 15, 2011
The new rights to paternity leave have already begun, for some – they apply to parents of babies due on or after 3 April 2011, regardless of when the baby is born. The extension of paternity leave to a maximum of 6 months has attracted a lot of media coverage, but it is expected that take up will be relatively small.
The position for most new fathers or secondary carers is that they will be entitled to the usual 2 weeks’ statutory paternity leave, provided that they have 26 weeks’ service at the 15th week before the due date and have complied with the notification requirements. Statutory paternity leave is paid at the statutory rate. Read more
March 15, 2011
The recent story of an employee who was paid £2,000,000 instead of his usual salary of £2,000 may be extreme, but overpayments of wages or expenses are by no means unusual.
Overpayments can result from many different situations, but often they are a genuine error on the part of the employer. So what can organisations do to try and recover overpayments from employees? Read more
March 15, 2011
Of course, it is impossible for an employer to keep a tab on the actions of every one of its employees and what’s happening in the workplace all day, every day. Yet, where an employee behaves inappropriately and such behaviour might give rise to a discrimination claim, the employer can be held responsible for the actions of its employees for such claims, including harassment. So, what can an employer do to protect itself against exposure to such claims? Read more