Contract HRM Ltd

13/02/2024

Government has update the guidance on employee right to work checks.

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05/01/2024

Are you ready for 2024?

There are a lot of employment law changes coming into effect this year, mostly in April. I have summarised the changes, when they are coming into effect, and what this means to your business. Pop over to the HR Helpline Customer Portal to take a look and get in touch if you would like some help updating your organisation's policies.

30/03/2023

We have added a new ChatGPT policy into our Knowledge Base available as a free download.

Want to find out what other free templates are available? Sign up to the HR Helpline. We offer PAYG or retainers so suitable for organisations of all sizes.

29/03/2023

ChatGPT - what's that all about?
If you keep coming across this and haven't yet taken a proper look at what it is and what you need to know - I have put together a quick summary of the key features.

https://www.contracthrm.co.uk/2023/03/29/chatgpt-key-features/

ChatGPT: Key Features by Theresa Mayne In this article, I explore the use of ChatGPT, what it is and how organisations can benefit from introducing some form of it. However, readers should acknowledge that there is a significant moral and ethical debate about the positives and negatives of such powe...

03/03/2023

Check out our latest blog on Long Service Awards, age discrimination and taxation ⬇️⬇️⬇️⬇️

Long Service Awards – Age Discrimination by Theresa Mayne Is it Age Discrimination to offer staff a reward when they reach certain milestones of service with your organisation? For example, if you have a policy of buying a carriage clock or gold watch for members of staff that clock up 25 years’...

11/09/2022

The government has issued guidance on how to manage the bank holiday on 19th September. If you have any questions about how to apply this in your business please get in touch.

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

09/09/2022

As we come to terms with the death of HM Queen Elizabeth II we will undoubtedly be looking ahead to how we manage the period of National Mourning.

Whilst this is an uncomfortable issue to have to contemplate so soon, in business we must recognise the needs of our staff and we will want to be doing the right and honourable thing.

Many businesses have already declared that they will close on the day of the funeral and all staff will be given the day off with pay without it being deducted from their annual leave.

If you wish to discuss how to manage things for your staff please contact me. In the meantime, I will make sure I pass on any information I can to help you navigate what will be a difficult couple of weeks ahead.

Theresa

26/07/2022

New guidance published today on employment status and worker rights.

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25/06/2022

From 1st July 2022 employees can get a sick note (fit note) from their pharmacist or other medical specialists such as physiotherapist.

New legislation to allow a wider range of healthcare professionals to certify fit notes has been introduced by the UK government to ease pressure on GPs. This legislation change applies across England, Scotland and Wales.

23/03/2022

Reminder that on 24 March, individuals with Covid will no longer be eligible for SSP from day one of their illness, and will only receive the payment on their fourth consecutive day off work – in line with the normal SSP rules.

Organisations must submit their claims to the Coronavirus Statutory Sick Pay Rebate Scheme by 24th March as well.

Living and working with COVID:

This will have a huge impact on whether employees decide that they can continue to self-isolate at home or if they will continue to work when they have tested positive. Many won’t even declare that they are Covid positive so the risk of spreading the virus will inevitably increase.

Employers are still under a duty of care for the health, safety and wellbeing of all staff so it is recommended that employers consider introducing alternative measures under an occupational sick pay scheme if they can.

Whilst it is no longer a legal requirement to isolate or quarantine when testing positive, guidance is still clear that people should stay at home and avoid coming into contact with other people. The UK Government has published guidance on how to continue to live (and work) with Covid:

https://www.gov.uk/guidance/working-safely-during-covid-19

The guidance states:

“People who have COVID-19 are no longer legally required to self-isolate. Workers or customers who have any of the main symptoms of COVID-19, or a positive test result, should follow the public health advice to stay at home and avoid contact with other people. They should not attend work. If a worker is unable to work from home, you should talk to them about the options available to them. For example, they may be entitled to statutory sick pay.”

Employers do not have to offer sick pay to employees if they ordinarily wouldn’t, equally, they do not have to insist that their staff stay at home. However, to avoid any potential negligence claims, employers are advised to allow employees to work from home [if they have tested positive] if they can. If working from home is not an option then an occupational sick pay scheme that enables employees to stay home whilst infectious to others will demonstrate that they are valued and supported. Something that is highly regarded and will help to retain staff in these tight labour market conditions.

Find out how to reduce the risk of COVID-19 spreading in your workplace.