Recent content by Rebecca_J_T

  1. Rebecca_J_T

    Removing shift allowance after 10 years

    Hi there. So the question here is really whether these shifts could be considered to form part of your employment contract. If they were written in, or if there was a verbal agreement at some point that can be evidenced, then that’s straight-forward. Your employer cannot unilaterally remove the...
  2. Rebecca_J_T

    HR career advice.

    Sorry to hear this has been so tough, Rachel. As Mr D says, you're doing well to have and be holding onto a job in the current context. As I say, I think free advice has a place. And what about work experience placements? Getting a foot through the door of those companies big enough to have an...
  3. Rebecca_J_T

    Redundancy calculation for different roles

    If these are genuinely separate contracts (for example, one could genuinely exist without the other), then you'll want to work now on the basis that they're separate contracts. That means you'll calculate redundancy for the role in Department B on the basis of the start date of the contract for...
  4. Rebecca_J_T

    What's your policy for sickness/absence?

    Hi Tom, We support businesses with sickness absence management, so although I’m not speaking from experience as a business owner on this, I do have plenty of other relevant experience. Most sickness policies will focus predominantly on a) how sickness absence will be paid, and b) at what point...
  5. Rebecca_J_T

    Interns and "placement years"

    Normally, your Employers Liability Insurance will cover anyone working in your organisation, paid or unpaid. But it’s obviously worth checking with the insurer if you’re concerned.
  6. Rebecca_J_T

    Notice period start date on Voluntary redundancy

    Honestly, the day after is safest, but I’m guessing there’s a particular reason you’re wanting to start it on the same day. If you’ve shared details of the redundancy ahead of the letter, you could argue that the employee was familiar with the terms of the letter/email before receiving it and so...
  7. Rebecca_J_T

    HR career advice.

    I don’t think free advice is ever a terrible idea - as Scalloway says though, sensible still to make sure you’re insured in case it comes back to bite you. Did you have ideas about to who you’d make that offer or how you’d find them? It must be frustrating struggling to get started in what you...
  8. Rebecca_J_T

    Unpaid Leave and Redundancy

    Hi Pauline. Sorry for the slow reply. It’s good to hear that you and your staff are working through this difficult time together, and exploring these sorts of alternatives. Unpaid leave/sabbatical certainly is an option (suspect this is obvious and you haven’t mentioned it, so I’m just...
  9. Rebecca_J_T

    Interns and "placement years"

    So, parking the issue that there are always going to be unethical employers who abuse their power in relation to labour, I personally think there is a place for internships when used properly, as below. In terms of legality, the key is that these interns will not be “workers”: They will not be...
  10. Rebecca_J_T

    Can your employer force you to take sick leave?

    Sorry to hear you’ve been unwell. The short answer is that, yes, your employer can refuse to allow you to return to work. They have a duty of care to you, and the occupational health advice is only advice. If I were you, I would be wanting to understand what the concerns are that they have...
  11. Rebecca_J_T

    Notice period start date on Voluntary redundancy

    Hi there. Employment rights for redundancy are employment rights for redundancy regardless of whether it’s compulsory or voluntary. Both are dismissals. I’d still work on the basis that the notice period starts once it is confirmed that the employee will be made redundant. Becky
  12. Rebecca_J_T

    Employee gone awol.

    Have to agree. It's so often the case sadly that employers don't understand the importance of sound processes (particularly HR processes, I find, but maybe I'm biased!) until a problem arises.
  13. Rebecca_J_T

    Employee not social distancing outside work

    Getting involved in what your employees are doing outside of work is tricky business, and not normally to be advised. However, we are operating in a pandemic environment, so I think there's some flexibility in terms of the rules that normally apply. It would be sensible to highlight to your...
  14. Rebecca_J_T

    Holiday Pay, Furlough Rights & Contracts.

    Hi Dan, Just to get it out of the way, I would suggest asking your employer for a written employment contract. You’re entitled to this. You should also have been asked to sign a European Working Time Directive waiver form given the number of hours you’re working - your employer could provide...
  15. Rebecca_J_T

    Employee gone awol.

    I haven’t supported a tribunal case around this myself, but there are certainly cases you could draw precedent from (e.g., Brighton & Sussex University Hospitals NHS Trust v (1) Akinwunmi (2) Norris & 4 Or; Zulhayir v JJ Food Service LtD; London Transport Executive v Clarke). I mean, I totally...
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