Keeffe and Associates Ltd

27/11/2025

Employment Rights Bill - update

The Government has removed the measure to introduce day one unfair dismissal rights. The current 2 year period will be reduced to 6 months.

06/04/2024

Family leave pay - rate increases from April 2024

The Government has announced that, with effect from 7th April 2024, the rate of a week’s pay for the purpose of calculating family leave in the UK will rise to £183.04 per week. This rate increase impacts statutory maternity pay, shared parental leave pay, adoption pay, paternity pay, and parental bereavement pay.

£183.04 is the maximum amount payable per week under the statutory regimes. Employees receive their actual pay each week if this is lower.

01/01/2024

To all our clients, connections and friends a very happy and prosperous New Year to you all from all at Keeffe and Associates Ltd.

08/07/2023

HR Advisor Vacancy

A highly prestigious contract catering client of mine is looking for a HR Advisor North West based but remote working due to extensive business growth.

The ideal candidate must have:

A proven track record of dealing with HR in a unionised environment.
Extensive exposure to transfers of undertakings
At least 5 years experience as an Advisor
Be able to manage cases in a fast paced environment
CIPD level 5 or equivalent
Be a rounded HR generalist
Be able to work automnomously
Be comfortable with extensive travel around the North West
Have worked in a similar environment contract catering or hospitality
Have experience of providing swift resolution to casework
Have experience and or qualifications in Health and Safety

What does the role offer:

Salary between £35,000 to £40’000 DOE
Company car
Laptop, mobile
Access to the company pension scheme
20 days holiday per year plus bank holidays
Start date of 1 September 2023

If you feel you this role is the right fit for you please contact me via email sending your CV to [email protected]

31/05/2023

Quarterly Employment Law Bulletin

We at Keeffe and Associates Ltd understand that employment law can be a minefield.

To assist clients and connections we have now started our quarterly employment law bulletin.

So don’t miss out on hot topics and practical insights to help you and your business understand employment law.

Don’t delay sign up today.

EMPLOYMENT LAW BULLETIN – MAY 2023 – PRACTICAL PERSPECTIVES Resignations in the ‘heat of the moment’ In the recent case of Mrs Cope v Razzle Dazzle Costumes Ltd Mrs Cope, following a tense discussion at work, said “I’m done” and walked out of the building. She later submitted a sick no...

12/11/2022

Tomorrow we remember all the fallen comrades that helped make this country what it is today.

Reminds me of an extract from rudyard Kipling:

When you go home, tell them of us and say, for their tomorrow we gave our today.

As a former soldier I would just like to thank those that laid down their lives in service of our country and the families that supported them.

We will remember them.

10/09/2022

Government have announced that the 19th September 2022 will be a bank holiday for citizens to mark the passing of Her Majesty Queen Elisabeth.

There is no statutory right to have paid time off on this day, but it will operate in the same way as other bank holiday’s. Employers may want to add this to workers entitlements. https://www.gov.uk/government/news/bank-holiday-announced-for-her-majesty-queen-elizabeth-iis-state-funeral-on-monday-19-september

If you have any further queries do not hesitate to contact one of our consultants.

10/09/2022

https://www.gov.uk/government/news/bank-holiday-announced-for-her-majesty-queen-elizabeth-iis-state-funeral-on-monday-19-september

10/09/2022

Government have announced that the 19th September 2022 will be a bank holiday for citizens to mark the passing of Her Majesty Queen Elisabeth.

There is no statutory right to have paid time off on this day, but it will operate in the same way as other bank holiday’s. Employers may want to add this to workers entitlements.

If you have any further queries do not hesitate to contact one of our consultants.

Monday 19 September, the date of Her Majesty Queen Elizabeth II’s State Funeral, will be a national bank holiday.

06/09/2022

Jules Bridal Boutique thank you ever so much for sorting out a jacket that needed repair its excellent. Nearly as good as new.

Highly recommend anyone that needs tailoring completed to get in touch.

27/08/2022

Employment contract - extent of income protection benefit

In a recent judgment, the Court of Appeal found that an employer was contractually liable to pay an employee on long term sick leave the level of income protection payments ("IPP") that had been set out in their initial offer documentation. This was despite the fact that the employer had subsequently changed its IPP insurance policy to one which did not provide for the same level of cover.

A summary of benefits document appended to the claimant’s offer letter set out that the IPP would increase by 5% each year after the first year of payments. The subsequent insurance policy that the employer took out did not include cover for the 5% escalator. The Court of Appeal found that the offer letter and summary of benefits had been incorporated into the claimant’s employment contract and so amounted to a contractual benefit. It said that if there was something in the insurance provision which contradicted the express terms set out in the employee’s contractual documents, it should have been expressly and unambiguously brought to the claimant’s attention in order to be effective.

This case is a useful reminder to employers to check that PHI or income protection contractual provisions in employees’ contracts do not over promise or risk leaving the employer on the hook for benefits that are not covered by their insurer. Before renewing or changing insurance policies, employers should also carefully review new policies to ensure they are taking out adequate cover.

27/08/2022

Employment Bill changes after all?

It is not usual practice to report on a Private Member’s Bill unless or until it became law. However, there are two Private Member’s Bills currently being considered by parliament that are worthy of a mention because they have received government backing. The reforms contained within the proposed legislation are on topics that had been expected to be covered in the long awaited Employment Bill, which is on pause after it did not feature in the Queen’s Speech in May this year.

There are a number of approval stages left before either Bill could become law so watch this space for further updates. In the meantime, here is a brief summary of the proposed changes:

Neonatal Care (Leave and Pay) Bill – This Bill is intended to support parents whose babies require neonatal care after birth. Eligible parents would be entitled to 12 weeks’ paid leave in circumstances when their babies have been admitted into hospital up to the age of 28 days, and who have a continuous stay in hospital of seven full days or more. This leave would be a day one right and would be in addition to any entitlement to other types of family-related leave, such as maternity or paternity leave.

Read the government’s press release here - https://lnkd.in/eu9QtK_k.

Employment (Allocation of Tips) Bill – This Bill would ban employers from withholding tips from workers and would give workers the right to request further information regarding their employer's tipping record. It would also create a new statutory Code of Practice to provide advice on how tips should be distributed.

Read the government’s press release here - https://lnkd.in/eyVDWU88.