face2faceHR Camberley

04/10/2022

Lots of changes being considered this month in terms of Employment law. If you would like to receive a copy of my monthly newsletter, drop me a line or you can have a read here!

https://lnkd.in/eyS2sfHg

08/08/2022

Are you an IT provider looking to grow your business?

I meet with a great bunch of local business owners from the Berkshire area every week and we would love you to join us for a visit.

If you would like to come along as my guest tomorrow (or any other Tuesday) please drop me a line for the details.

04/05/2021

**Job Opportunity**

Immediate opportunity available to join a great team in a growing local business.

We are looking to employ a qualified electrician on a full-time basis.

Competitive salary
Monday - Friday
Company van and tools provided
Company Pension
20 days holiday
Working on variety of domestic and commercial jobs

Ideally based in or around the Bracknell area as we cover areas in Hampshire, Berkshire and Surrey on a daily basis.

If you are interested please get in touch via rebecca@ridleyec.co.uk.

10/02/2021

This month's newsletter covers changes to the Kickstart scheme, supporting working parents and a case that highlights unconscious bias in recruitment practices and serves as a useful reminder how important it is to work on removing this.

https://sh1.sendinblue.com/ahfypequr9t7e.html?t=1612176155

02/02/2021

Good news!

The minimum requirement to have 30 vacancies to apply for the Kickstart Scheme has been removed, making it much more accessible for small businesses.

The scheme will fund a young person (aged 16-24 years) to work in your business for 6 months and we've put together a helpful infographic to show all the details.

If you do use the scheme, you will of course need proper employment documentation for the person you employ- if you need any help with that, or if you just want to discuss using the scheme, drop me a line.

08/01/2021

Aside from lockdown 3 (as if that wasn't enough) there is another biggie that those who employe EU workers need to be handling, beginning with B.......

That's right .... Brexit.

The end of free movement means EU workers will now need specific permission to work in the UK.

If you're wondering what this means for your current EU workers, we've put together an article to help.

From 1 January 2021, the transition period for Brexit will come to an end, meaning no more free movement for citizens from the European Union, the European Economic Area and Switzerland. Those groups will now need specific permission to work here just like citizens of

06/01/2021

Following on from my summary yesterday, we've put together a more detailed article on what you can do if employees are struggling juggling their work and home schooling.

With schools closing again, many employees with school-aged children will be faced with having to supervise them with remote learning, presenting significant challenges when it comes to maintaining usual ability to work. But what are your options for supporting these employees, or dealing with the

05/01/2021

I'm sure for many of us today the thought of no childcare again is the cause of much anxiety.

So what are the options for business owners and their employees who are going to struggle?

Furlough - Remember you can use furlough for employees that cannot work due to covid related childcare issues and you can also use it more flexibly than when it was first launched in March. It is down to you as an employer to decide whether to use it, but it's certainly something to explore.

Parental Leave - This is a statutory entitlement for unpaid leave and usually requires 21 days notice but you do have the discretion to waive that notice.

Family & Emergency Leave - A statutory entitlement for unpaid leave designed to help with short term family emergencies. Whilst it's not a long term solution it may help in the very short term to help people to plan something else for the coming weeks.

Flexible working - Some may be able to work better outside of their contracted hours, or do more hours on one day and less hours on another day, as a temporary measure.

It's also worth exploring annual leave if they have some left or a discretionary period of unpaid leave if that's viable.

27/10/2020

Capability dismissals and disability.

There is a two year length of service requirement for bringing an unfair dismissal claim, however there are a number of exceptions to this, including where the reason for dismissal is completely or partly because of a disability.

So if you would ordinarily dismiss someone who is, for example, on probation by simply giving a week’s notice, where there is a disability involved you need to be much more careful about decisions and procedure.

https://face2facehr.com/capability-dismissal-and-disability/

Under the Employment Rights Act 1996 there are five potentially fair reasons for dismissal. For a dismissal to be fair, an employer needs to be able to show the reason comes under one of those categories, and that the decision was reasonable in the circumstances,

19/10/2020

An employer is required to make “reasonable adjustments” for disabled people who are placed at a substantial disadvantage in the workplace.

This might be about accessibility to premises or adjustments to a role, equipment or other working arrangements.

Have a read of our article to find out the five most important principles about reasonable adjustments.

An employer is required to make “reasonable adjustments” for disabled people who are placed at a substantial disadvantage in the workplace. This might be about accessibility to premises or adjustments to a role, equipment or other working arrangements. There are a number of important principles

15/10/2020

Most business owners and managers are familiar with the concept of direct discrimination and know that they can’t treat protected groups less favourably than others because of the protected characteristic.

But many are less familiar with the concept of indirect discrimination and how it might apply in their business.

We've put together 10 answers to questions about indirect discrimination and how it might slip through the net if you are not careful.

Most business owners and managers are familiar with the concept of direct discrimination and know that they can’t treat protected groups less favourably than others because of the protected characteristic. But many are less familiar with the concept of indirect discrimination and how it might

14/10/2020

face2faceHR Camberley is 3 today! 🎈🎈🎈

Thank you to all my fabulous clients and connections that have supported me along the way!

07/10/2020

It's newsletter time!

This month sees the end of the furlough scheme as we know it and we’ve now got some details of what the Job Support Scheme will look like.

Employers who knowingly let employees who should be self-isolating work, could face fines of up to £10,000 and £215m furlough scheme payments have been returned to HMRC so far.

05/08/2020

This months newsletter covers changes to redundancy pay for furloughed staff, diversity in leadership roles, agency worker protection and lots more.

If you would like to receive this each month, direct to your inbox, feel free to sign up or drop me a line and I will do it for you.

https://sh1.sendinblue.com/adyy5uqur9t7e.html?t=1596448616

23/07/2020

An unfortunate and inevitable result of the pandemic is that many businesses are facing having to make people redundant.

This can be a daunting task for small businesses and charities that don't have in-house HR support and it's something that's so important to get right not only from a legal perspective but in terms of treating people as well as you can.

With that in mind, I have a package to help guide small businesses and charities through this at a fixed price so that you can control costs. It includes:

- A manager's guide to redundancy
- Template selection criteria grid
- Redundancy pay calculator
- Step by Step timeline of what needs to happen
- Scripts for meetings to ensure everything is covered
- Consultation meeting checklist

As well as that I will be on hand to understand exactly what your situation is and tailor my advice accordingly and I can accompany you to meetings if required.

For further information, do get in touch.

30/06/2020

I've been sharing lots of tips recently about the process you need to follow to make sure a redundancy is both fair and legal.

But it's also worth thinking about what you need to do once you have confirmed a redundancy with an employee. How are you going to manage their notice period? How are you going to manage the aftermath effectively with their colleagues? These are important issues, particularly in a small business or a small charity where communities are tight knit.

Once you’ve gone through a fair and lawful redundancy process there will be a number of other things you need to do. Notice You will need to formally confirm the outcome and give the redundant employees the correct notice period. This will either be the

17/06/2020

I've had to do a lot of redundancies throughout my HR career and one of the things that I've found that is often misunderstood is 'pooling' in selection.

A pool is created around employees doing the same job, or who have very similar skillsets, when you need to reduce the amount of people doing that job. That means they are all placed in the pool and you don't pick and choose who goes in it, based on who you want to keep.

Once you've formed your pool, you need to apply a fair and legal selection criteria, based on retaining the skills that you need to move forward.

Our article on selection goes into more detail on what that selection criteria might look like.

In many cases redundancy will involve a decision being made about which employees to make redundant and which to keep. Perhaps you are simply reducing the numbers in a certain role, or have changed the roles and need to decide which employees fill the new