Many elements of the UK legal system regarding workplace practices are complex making it difficult for managers to understand their legal rights, risks and responsibilities. Numerous laws govern you and your staff, varying from working rights for parents, rules regarding hours and pay, restrictions surrounding redundancy, termination of employment and basic health and safety.
Consequences of Legal mismanagement:
- Employee litigation
- Unecssary Legal Costs
- Time Wasted
- Damage to employers reputation
At Wellbeing Solutions Management we offer comprehensive legal advice service covering all areas which impact upon you and your employees. The issues outlined below are an example of the appropriate legal practise when faced with regularly occurring workplace events.
Contracts, hours, leave & pay
An employment contract is formed when someone agrees to provide their services in return for regular pay. Contrary to popular belief, there is no formal requirement for an employment contract to be written or for either party to sign any document although it is common practise for the parties in an employment relationship to confirm their agreement in writing. What the law does expect is that employers will, within the first two months of employment, provide a Written Statement that sets out the main particulars and details of the employment. Among these details are the usual working time required and the rates and frequency of pay.
For all employees, regardless of length of service, who are entitled to 12 months’ statutory maternity leave comprising of 26 weeks’ ordinary maternity leave and 26 weeks’ additional maternity leave. They are also entitled to a minimum maternity pay, right to return to work, to work in a safe environment and have reasonable time off for ante natal care.
When an organisation goes through a re-organisation or restructure, some jobs cease to exist, or the place of work changes or closes. When this happens employees do have some protection in regards to changes of terms and conditions and termination through redundancy.
An employer must follow a fair, objective and non-discriminatory procedure when choosing which employees should be selected for redundancy.
Health and safety
Employers are expected to ensure, "so far as is reasonably practicable", the health, safety and welfare of workers, including minimising stress at work. This could be done by carrying out a risk assessment, consulting staff, and providing information, instruction and training to workers.