Author Archives: teresarice

What can I do about regular staff absences?

Everyone will be ill from time to time, however regular staff absences cause disruption and cost a business money. These are especially disruptive for the small business.

As an employer you have the right to manage staff absences and ensure that employees are aware of the disruption they cause.

You should have a clear policy on how absence will be managed and ensure that everyone is aware of the policy so that it is adopted correctly.

Some of the key points in managing absence are:

  • Develop clear and easy to understand procedures for dealing both short and long term sickness
  • Ensure your reporting, rules and sanctions are made clear to everyone in your business
  • Train your team leaders to conduct return to work interviews in order to establish any underlying reasons for absence
  • Encourage a positive, healthy working atmosphere
  • Ensure you are acting inline with the Access to Medical Reports Act

Filled Under: Uncategorised Posted on: 5th May 2020

Do I have to agree to change employee’s working hours?

All employees have a legal right to ask for a change to their working hours providing they have worked for the company for 26 weeks or more. Each employee may only make 1 application per annum.

When a request is received you should hold a meeting with your employee to discuss the request. Your employee can bring a colleague or trade union representative with them to this meeting.

You do not HAVE TO agree to change an employees working hours, but you are obliged to give the matter serious consideration and if you deny the right to give a clear explanation of why you have not agreed. You also need to make a decision within 3 months of the request being submitted.

The following are valid reasons for denying a request to change working hours:

  • Additional financial cost to the business
  • A negative effect on the businesses ability to serve its customers
  • An inability to rearrange work with other employees
  • Not being able to recruit other staff
  • A negative effect on quality of work or performance
  • Non-availability of work during periods employee wishes to work
  • Organisational restructuring

You should also be aware that not granting the change could result in the loss of the employee

Filled Under: Uncategorised Posted on: 5th May 2020

What is the current National minimum wage?

The National Minimum wage is updated each year in April. It is also subject to the employee’s age and employment status.

The current National Minimum Wage rates are as follows

Employees aged 16-17 £4.55 per hour
Employees aged 18-20 £6.45 per hour
Employees aged 21-24 £8.20 per hour

If your employee is aged 25 and over then the National Living Wage applies, this is currently £8.72 per hour.

If your employee is an apprentice either under the age of 19 or in the first year of their apprenticeship then the National Minimum Wage is £4.15 per hour.

Also an Accommodation Offset can be applied if you provide housing as part of the job, the current rate is £8.20 per day

Filled Under: Uncategorised Posted on: 5th May 2020

About

Teresa Rice HR Consultancy offers a full range of bespoke outsourced HR Services throughout Dorset and Hampshire. With more than 30 years’ experience in HR we are able to offer bespoke out-sourced solutions to meet all of our clients’ HR needs.

Contact Us

  • 01202 003575 / 07736 012988
  • info@teresaricehrconsultancy.com
  • www.teresaricehrconsultancy.com