ELiAction News: February 2019
Welcome to this month’s edition of the Employment Law in Action newsletter
January has been particularly busy for our advice line service, including guiding clients on the impact of adverse weather when employees are unable to get into work. School closures and difficult travel conditions have caused a number of challenges for our clients. Whilst some employees may be able to work from home, due to the nature of the services that organisations provide this is not always an option. Having a clear policy and process is important – this needs to detail any contingencies that you need to put in place and your stance on how you will deal with employees working from home or unexpected absences. If you would like to chat through your challenges in these situations and how best to address them, please do not hesitate to call one of the team.
Employing EU citizens with or without a Brexit deal
The ongoing debate around the Withdrawal Agreement continues and despite a number of alternative proposals there is still uncertainty as to what our exit from the EU will look like. We have been asked to advise a number of clients on what they need to do when employing EU Citizens over the coming weeks. We thought it would be helpful to set out our understanding (as it stands today) in the article below, which details the current position ‘With or Without a Brexit deal’. As the situation changes we will provide further advice and information through our website and monthly newsletters.
HR Consultant Vacancy
The ELiAction team is growing! Please see our advertisement below for more information.
We hope that you enjoy the articles below. If you need any further information, please do give us a call.
Julia and Ros
In this month’s issue:
Employing EU citizens with and without a Brexit deal
We thought it would be helpful to set out the current situation in respect of employing EU citizens in the UK with or without a Brexit deal. Whilst elements of the following could change, it is useful to have a framework to follow if your organisation is currently in this situation.
Increases to statutory maternity, paternity, adoption, shared parental and sick pay in April 2019
The draft Social Security Benefits Up-rating Order 2019 has been published. The order will increase various payments in the 2019-20 tax year.
Payment increases include:
- From 7 April 2019, statutory maternity pay, paternity pay, shared parental pay and adoption pay will be increased from £145.18 per week to £148.68.
- As of 6 April 2019, statutory sick pay will increase to £94.25 per week (up from £92.05).
Employers advised to keep track of actual working hours
In the recent case of Federacion de Servicios de Comisiones Obreras (CCOO) v Deutsche Bank SAE, the Advocate General stated that employers are obliged to record working time to comply with their duties under the Working Time Directive. This case, whilst not binding, does highlight the importance of having a system where actual working time is recorded, whether this is a clocking or signing in and out procedure or something which is more comprehensive. By having a clear system employers will be able to easily demonstrate that they are operating within the confines and obligations of the Working Time Regulations. From a practical perspective, keeping track of actual working hours can be vital, proving who is or isn’t in the building, working from home, or travelling, in case of fire or a major incident.
Vacancy for HR Consultant
Employment Law in Action Ltd is an HR Consultancy based in Cookham, Berkshire. As our consultancy continues to grow, we now have an exciting opportunity for a seasoned HR Consultant to join our team, working two days a week. You will have a robust knowledge of employment legislation and are used to providing practical advice to a range of clients (internal or external). You will be used to reviewing, updating and drafting key documentation including policies, handbooks and letters. You will also have experience of delivering training programmes on HR policies and procedures. Good communication skills, adaptability and flexibility in dealing with different requirements are essential. For this position you must hold a CIPD level 7 or HRM or equivalent.
Salary £20,000 – £22,000 (two days per week), plus benefits.
For a full Job Description and to find out more, please contact Ros@eliaction.com, or call 01494 817193.