Real Business will be hosting a webinar on 13 December, dedicated to the changes we’ve seen in the employment law landscape this year, as well as those yet to come.
Many bosses have faced disputes which have arisen because employment contracts were either not issued, or were poorly drafted. But it is possible to avoid such scenarios by ensuring all employees are handed appropriate and robust contracts in the first place.
An employee is leaving the business. You reach their final day without mishap. Then they pull a prank. What do you do? Should you let the prankster go quietly? Do you owe any duty of care to their future employer? How do you manage other potentially affected staff?
When facing difficult times, restructuring the business to make efficiencies is often the only solution. Unfortunately, this can result in a human cost if it requires staff to be made redundant.
The shocking sexual harassment events which came to light in the Harvey Weinstein scandal of recent weeks, not to mention the subsequent reaction of women across the world, has signalled a sea change in attitudes towards acceptable standards of behaviour.
First Sutton’s Wayne Shaw and now Everton star Wayne Rooney – aside from the shared first name, they’ve also been slapped with “gross misconduct.”
That the office should be a place of professional behaviour goes without saying. But some bosses are still known to add strict workplace rules to the mix to make sure staff don’t run amok.
The Supreme Court has dished out justice in terms of the tribunal fees staff have had to pay to bring a claim forward – and bosses need to be made aware of it.
You need to address someone’s hygiene, a member of staff has started to cry after a fault you called them up on, or a bully has been flagged in the workplace. As boss, you’ll undoubtedly come across uncomfortable situations and awkward conversations such as these.
The long awaited Taylor Report is here. Led by Matthew Taylor (Chief executive of the Royal Society of the Arts), it was commissioned by the prime minister last October to consider how employment practices need to change in order to keep pace with modern business.
From growth and compliance to hiring and employee satisfaction, jargon always seems to get in the way.
After a lengthy recruitment process, you’ve hired the candidate you thought fit best. But you can’t always tell whether you made the right choice until they actually start the job, which is why probationary periods can be a boss’ best friend.