Flexible working arrangements are becoming more favourable and popular in today’s workplaces. A grassroots survey reported that 49% of respondents cited flexible working as the most coveted future workplace benefit. A recent research paper from ACAS highlights that flexible working has benefits for employees and employers but also there are downfalls for both to be aware of.
This blog will review the general guidelines on what makes a ‘good’ flexible worker and what makes a ‘good’ flexible employer.
I can’t believe that my first week at Gravitate HR is already over.
As is normal for anyone starting a new job, first day nerves set in the evening before starting my new position. The anticipation of joining a new team is a daunting but exciting prospect. However, my nerves were quickly alleviated as I was relieved by how welcoming the team was. The mention of ample tea and chocolate made me feel right at home. Not only a new job but a new city to explore. Moving to Edinburgh has been a stressful process at times, but I have already fallen in love with the city.
Following the major decision of the Supreme Court last month to declare employment tribunal fees unlawful, People Management asked some employment lawyers the types of cases the courts are likely to hear more of in the future.
One of the big business stories last week was the ruling by the Supreme Court that the controversial fees for bringing employment tribunal claims are unlawful, a ruling that was hailed as a “massive win for workers” by TUC general secretary Frances O’Grady.
In 2013, the Government introduced the fees with the goal of eliminating frivolous tribunal claims from an individual or group who knew that they would have very little chance of being successful. According to figures provided by the Ministry of Justice, the number of employment tribunal cases in 2012 generally averaged at slightly above 5,000 total cases per month. However, after the ruling in 2013, the total number of cases averaged between 1,500 and 2,000 per month, the highest number being 2,210 in March 2014 – well below the average number in 2012.
Summer time is a period of great sporting events, festivals, lovely weather (for those of you not living in Scotland!), and of course the long school holidays. Consequently, the Summer is typically seen by employees as an ideal time to take some time off work and recharge their batteries. However, the Summer period can sometimes mark the beginning of a challenging period for businesses as they potentially have to balance busy periods with managing Employee annual leave.
The current statutory amount of annual leave that a full-time employee who works a five-day week is 5.6 weeks (or 28 days), although some businesses may grant higher annual leave entitlements to their employees. Read more
As someone who has recently returned to work from paternity leave following the birth of a baby girl, I have gained a new appreciation for this period of leave. At present the current statutory provision in the UK allows new fathers to take 2 weeks of paternity leave paid at the rate of Statutory Paternity Pay which, at the 2017 level, is £140.98 or 90% of their average weekly earnings (whichever is lower).
If you are an employer, do you know what you can do to restrict political campaigning from employees when they are working? Following Theresa May’s decision to call a ‘snap’ general election on the 8th of June, this could potentially be a significant issue for businesses over the next few weeks.
Interestingly, employees do not need the normal two-year service period to claim unfair dismissal where the reason for the dismissal is their political opinion or affiliation. As a result, businesses need to carefully consider what they are entitled to do if they want to restrict any displays of political allegiance.