26th December 2022 - Category: Human Resources and Employment Law
Today's business climate has made it commonplace for employees to work remotely to perform their duties under their employment contracts. Following on from the Covid-19 pandemic, it became essential for businesses to adapt their structures and systems in such a way that it is conducive for their employees to work hybrid (some days from home and some days at the office) and in some cases, entirely remotely without the need to enter the employer's premises. [...]
13th December 2022 - Category: Human Resources and Employment Law
Every organisation faces the need for staffing and having workers carry out the functions needed to make that organisation meet its targets, fulfil its objectives and ultimately make enough money to be profitable. Today's business world has made it so that there are different ways to engage people to carry out these organisational tasks. [...]
2nd May 2022 - Category: Human Resources and Employment Law
Employers must ensure that they deal with redundancies appropriately. This guide will explore some of the key points which an employer in Great Britain must consider in terms of its approach to the issue of redundancy. [...]
7th March 2022 - Category: Human Resources and Employment Law
This guide explores some important legal factors which must be considered by employers in order to ensure a safe working environment in England and Wales. Under common law, employers have a general duty of care to employees. [...]
24th February 2022 - Category: Human Resources and Employment Law
Running and managing a business effectively involves ensuring that employees or workers employed by the organisation enjoy a good working environment. Such an environment helps keep morale high, subsequently leading to greater workforce productivity. [...]
22nd February 2021 - Category: Human Resources and Employment Law
In most relationships between an employer and an employee, the need to address behavioural and performance based issues will be dealt with in an informal manner and there will not come a time where the employer must take certain specific and formal steps to address the failings of the employee in regards to their behaviour or performance. However, in some circumstances the need to issue and implement formal and official disciplinary procedures against an employee can be unavoidable. [...]
