Managing employees/workers
Employers that are operating under a hybrid working model must ensure that their sickness absence management procedures sit comfortably alongside their new working arrangements. We set out five steps that hybrid working organisations can take to ensure that sickness absence management continues to be effective.
Stephen Simpson, principal employment law editor here at XpertHR, joins us to talk about how employers that are operating under a hybrid working model must ensure that their sickness absence management procedures sit comfortably alongside their new working arrangements.
Many employers that have introduced hybrid working arrangements are finding that employees who have worked remotely from overseas want to continue to do so. Employers may therefore have additional considerations when formulating any hybrid and return-to-work policies.
As the number of monkeypox cases in the UK rises, employers have been advised to conduct risk assessments and ensure they follow standard sickness procedures if a worker becomes infected. Ashleigh Webber pulls together advice for employers whose staff may be infected or at risk of infection with monkeypox.
Blair Adams joins us to talk about the tricky issues that can arise when investigating allegations of improper conduct, such as sexual or racial harassment, bullying or discrimination.
In 2022, the late May bank holiday has been moved to Thursday 2 June and there is an additional bank holiday on Friday 3 June, creating a four-day weekend to celebrate the Queen's Platinum Jubilee. What does the long weekend of celebrations across the UK mean for employers?
Employers that are operating under a hybrid working model must ensure that their working arrangements are inclusive, including making reasonable adjustments to the model for disabled workers. We set out six examples of potential reasonable adjustments for hybrid workers.
The University of Manchester speaks to XpertHR about its pilot scheme to roll out hybrid working arrangements to almost 5,000 of its professional services staff.
We look at three successful employment tribunal claims brought over the mishandling of flexible working requests. We also examine two Employment Appeal Tribunal decisions on getting agreement from the employee to extend the three-month decision period and the requirement for a single mother to be available to work late shifts.
Updated with links to the latest Codes of practice and guidance from official bodies, including on right to work checks.
HR and legal information and guidance relating to managing employees/workers.