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EDITOR'S NOTE:
Hello and welcome to Persona. The topic of redundancy remains at the forefront of the questions coming into us so you'll find a reminder on ensuring a fair process in this month's newsletter. That said, it's not all doom and gloom. A report issued this week suggested roles for graduates are on the rise, with an 8% increase this year compared to 0.1% last year which is certainly a positive sign. In our Employment Law Update we address whistleblowing and the reforms in relation to this. And finally, in our 'How to' we're focusing on holidays. Summer is here and as the employees count the days to their annual breaks and upload the screensavers, employers should be planning ahead to ensure minimum disruption and continued productivity. Please feel free to email me comments and feedback at:
charlotte@p3pm.co.uk
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Ask the experts
How can we ensure our redundancy process is fair?
P3 People Management's Charlotte Gallagher responds:
"Whilst many businesses have undergone major change and restructuring in recent years, others are still making difficult decisions including reducing headcount in order to remain competitive in the continuing challenging economic environment.
"The need to make changes quickly can often lead to simple errors in managing the redundancy process, leaving businesses exposed to increased risk of claims of unfair dismissal at Tribunal. This process should not be taken lightly or rushed, even if the company has conducted other such processes recently. Every case is different and must be given the consideration, communication and planning it requires in order to minimise risk and maximise efficiency..."
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Employment related aspects of the Enterprise and Regulatory Reform Act, which recently received Royal Assent, will come into force in stages over the next year or so, beginning on 25 June in relation to 'whistleblowing'.
From this date employees who "blow the whistle" will have to show they had a reasonable belief that they were making their disclosure "in the public interest".
The purpose of the change is designed to close a loophole that allowed employees to blow the whistle about breaches of their own contract of employment. In addition, whilst employees will no longer have to be acting "in good faith" in order to show they have made a protected disclosure, their compensation could be reduced by up to 25% if a tribunal finds they are not acting in good faith but for some ulterior motive.
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How to manage staff holidays
With the summer holiday season fast approaching, employers need to look ahead to successfully manage holiday absences. Careful planning, organisation and communication of policies to employees should ensure that there are no disappointments or lack of cover for your business. Think about the bigger picture of staff holidays, rather than just the immediate needs.
As a business you will need to establish clear guidelines and practices for employees to follow. Communicate to each member of staff the rules and guidelines around the holidays they are entitled to, when they can take them and the procedure for booking them.
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DID YOU KNOW...
...that workers in Austria are amongst those with the most holiday entitlement globally, receiving a minimum of 25 working days annual leave plus 13 public holidays?
At the other end of the spectrum, workers in Thailand get just six calendar days off work each year, although there are 16 public holidays. |
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READER OFFER
If all this talk of holidays has got you yearning for some sunshine, then book the summer sun escape at the fabulous Phoenicia Hotel Malta where you can enjoy a five -star break from just £57.50 per person sharing per night.
You'll find great deals on flights from under £140 return and what's more, if you quote P3 People Management when booking, you'll enjoy a complimentary cocktail on arrival*.
*Valid for bookings via Persona newsletter only. Valid until 31 August 2013
Visit www.phoeniciamalta.com or call 0800 862 0025 |
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