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Statutory Sick Pay (SSP), Statutory Maternity Pay (SMP), Statutory Paternity Pay (SPP) and Shared Parental Pay (ShPP) are key regulations and it’s important to know how each of them work and how they impact employees. Statutory Sick Pay (SSP) SSP applies to all employers, regardless of their size and represents the minimum payments which should … Read more
In a survey carried out by the Institute of Business Ethics (IBE) employees were asked a series of questions which revealed that whilst UK employees were found to be more lenient in their approach to questionable workplace behaviour or attitudes compared to the European average; however, they were more likely to blow the whistle if … Read more
There are certain actions or behaviors that are totally unacceptable in a workplace which will result in an immediate sack without any prior notice or warning. These actions or behaviors are referred to as GROSS MISCONDUCT. There are rules and regulations established in all forms of workplace which not only protect the integrity of the … Read more
In most cases, employees can file a claim for unfair dismissal against their employer only after completing minimum two years of service. Previously the claiming period was one year, however it was extended to two years in 2012. This gives the employers some flexibility when it comes to managing and dismissing staff with less than … Read more
Shared Parental Leave allows eligible parents, adopters, and partners to share time off work after their child is born or placed for adoption. This leave structure also allows them to return to work for part of the time and then resume their leave at a later date. Furthermore, the employment law in the United Kingdom … Read more
Going back to work after maternity leave is a difficult question to answer for most employees, especially if you’re sitting on the fence. Whether it’s something you’ve always planned for or a last minute gut decision, working mothers often ask if there are potential penalties or ramifications of not going back to work at the … Read more
Under employment law in the UK, employers are obligated to pay Statutory Sick Pay (SSP) to all employees who normally pay National Insurance contributions (NIC) and if they are sick for a period longer than 4 consecutive days but less than 28 weeks. The first three days of sickness are known as Waiting Days and … Read more
Dismissing an employee by citing gross misconduct should be the last resort for an employer. A dismissal is said to occur when an employer terminates the employee’s contract. Just as formal disciplinary actions become necessary only after the informal methods fail to resolve the problem, an employee should be dismissed only after none of the … Read more
According to employment law in the UK, gross misconduct is defined as an act, which is so serious that it results in a pay in lieu of notice or dismissal without notice (such dismissals without notice are often called ‘summary dismissal’). Furthermore, all such acts are capable of destroying the relationship of confidence and trust … Read more
According to Employment Law in the UK, the effective date of termination or EDT, is a statutory construct, which helps establish the end of the period of continuous employment for an employee. Furthermore, EDT impacts time limits for making an Employment Tribunal claim. After the EDT is confirmed, an employee can request a written statement from … Read more