Policies and Procedures Archives - Page 2 of 3

Complete Guide to Workplace Pensions

September 13th 2023August 29th 2023 by Amy Fletcher

Understand how to set up a workplace pension in your organisation.

Considering the fact that millions of people aren’t saving nearly enough to give them the standard of living they hope for when they retire, a workplace pension is one of your employees’ most valuable assets. A robust workplace pension offers employees a long-term savings plan with many benefits. It also helps to attract and retain … Read more

An introduction to neurodiversity in the workplace

March 16th 2023March 15th 2023 by Charlotte Pengelly

Neurodiversity concept - a brain is made up of different coloured jigsaw pieces

Did you know that a recent survey by the Office for National Statistics found that only 29% of autistic adults were in employment? Neurodivergent individuals have many unique strengths, such as problem-solving, pattern recognition, creativity, out-of-the-box thinking, entrepreneurial acumen, and more! There has long been a business case for why neurodiversity inclusion efforts are beneficial. … Read more

Five things to consider before you get an office dog

February 21st 2023September 1st 2021 by Charlotte Pengelly

Dogs at Work: three colleagues sit around an office table working, looking at a golden retriever dog in the office

Why dog-friendly policies are more relevant than ever Today, dog-friendly policies are more common than ever before. However, bringing your dog to work is not a new concept. Google has been dog friendly since the ‘90s, and even has a dog play park on campus. There are many potential positives for welcoming an office dog into … Read more

The Equality Act 2010

February 8th 2023September 23rd 2010 by Lucy Fitzgerald

Reviews the main provisions of the Equality Act 2010 and how they affect organisations.

Dealing effectively with poor performance at work: a quick guide

September 15th 2020December 6th 2011 by Lucy Fitzgerald

Grab a copy of our free Capability Policy and Procedure to help you deal effectively with poor performance.

Disability harassment

September 14th 2020January 5th 2015 by Lucy Fitzgerald

A recent case, in which a line manger made inappropriate comments during a return-to-work interview, has highlighted the importance of equal opportunities training and the need for clear and concise equality and diversity policies. Inappropriate comments PC Gardner, who had been absent from work for six weeks with stress and insomnia, attended a return-to-work interview … Read more

How to Handle Requests for Paternity Leave

August 6th 2020April 27th 2011 by Lucy Fitzgerald

New legislation, introduced in April 2011, introduced the right to Additional Paternity Leave (APL). Here’s some guidance on how you can now handle requests for paternity leave.

An employee is eligible for paternity leave if he or she has been employed by your organisation for 26 continuous weeks by the end of the 15th week before the expected week of childbirth. Or, for adoption paternity leave, by the end of the week in which the child’s adopter is notified of being matched with a child.

An employee who meets these requirements is also eligible for additional paternity leave (up to 26 weeks) if the baby is due on or after 3 April 2011, or is placed for adoption on or after this date.

The employee must also have (or expect to have) responsibility for the upbringing of the child (if the father), or the main responsibility (if the mother’s husband or partner – including same-sex couples).

Prime minister vows to fight EU red tape

August 6th 2020October 23rd 2013 by Charlotte Pengelly

David Cameron has vowed to take the fight on red tape surrounding employment law to the EU, reports the BBC. His actions come as a result of a report compiled by some the country’s most high-profile business leaders, which found that red tape is costing UK firms billions of pounds. The report outlines arguments on … Read more

Phasing Out the Default Retirement Age

August 6th 2020March 15th 2011 by Lucy Fitzgerald

With effect from 6 April 2011, the current Default Retirement Age (DRA) of 65 years is being phased out over a transitional period running until 30 September 2011.

At present, employers are required to write to employees not more than 12 months, but not less than six months, before their 65th birthday informing them that they are approaching retirement and making them aware that they are allowed to request to work beyond their retirement date.

From 6 April 2011 employers will no longer be able to issue any notifications for compulsory retirement using this process.

The last day employees can be compulsorily retired using the current procedure is 30 September 2011. This means the last day to provide six months’ notice, as required by the current procedure is 30 March 2011.

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