UK Business Support

While zero-hours contracts offer flexibility, they can also create job insecurity. Employers should strive to balance this by offering fair treatment, including regular hours where possible, and ensuring employees feel valued. This approach helps retain talent and avoids legal disputes. Consider offering regular hours or permanent contracts to committed zero-hours workers to increase job satisfaction and loyalty. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

Misusing zero-hours contracts, such as preventing employees from seeking work elsewhere or not offering enough hours, can lead to exploitation claims. Employers must be careful to avoid unfair practices that could result in legal challenges and damage their reputation. Are your zero-hours contracts fair and compliant with the law, protecting both your business and your workers? #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

What rights do zero-hours contract employees have, and what are employers required to do? Zero-hours contracts offer flexibility but come with legal obligations. Employees on zero-hours contracts have the right to statutory sick pay, holiday pay, and protection from unfair dismissal after two years. Employers must ensure these rights are respected to avoid legal issues. Review your zero-hours contracts to ensure they comply with UK employment law and treat workers fairly. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

Employers should support parents in balancing work and family life by offering flexible working arrangements where possible. Under UK law, employees with at least 26 weeks of service have the right to request flexible working, which employers must consider seriously. Always encourage a family-friendly workplace culture to enhance employee loyalty and reduce turnover. How are you providing flexible working options for parents within your business? #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

In the UK, employees are entitled to statutory maternity and paternity leave. Maternity leave can last up to 52 weeks, with 39 weeks of statutory maternity pay. Paternity leave is usually two weeks, with statutory pay. Employers must honour these entitlements, or they may face discrimination claims. Ensure your HR team is fully informed about the legal requirements for maternity and paternity leave. Don't have an HR team? UK Business Support can help you stay compliant with maternity and paternity leave laws. Book your 30 minute FREE call & get legal advice for your company now. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

Are your policies and procedures up to date with Shared Parental Leave laws? Shared Parental Leave (SPL) allows parents to share up to 50 weeks of leave and 37 weeks of pay. Employers must manage SPL requests fairly following the law. Denying SPL or treating employees unfairly for taking it can result in legal claims. Stay compliant and protect your business by reaching out today. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

A harassment-free workplace begins with employers committing to a zero-tolerance policy. This means that any form of inappropriate behaviour, from bullying to discrimination, is not accepted. Clear communication of these policies, backed by regular training, ensures everyone understands what is expected and feels confident in reporting issues. Swift action against offenders is also crucial, showing that the policy is truly enforced. Does your workplace have a strong, enforced policy against harassment? If not, it’s time to create one and promote a respectful, safe environment for all. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

When harassment is reported, employers must take immediate and appropriate action. This includes investigating the complaint thoroughly, taking disciplinary action where necessary, and providing support to the victim. Failure to address harassment can lead to legal claims and damage to the workplace environment. Tip: Establish a clear reporting and investigation process for harassment complaints. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

Workplace harassment can include bullying, sexual harassment, or discriminatory behaviour that creates a hostile environment. Employers must prevent and address these issues to ensure a respectful workplace. Recognise harassment by watching for unwelcome conduct, exclusionary actions, or changes in employee behaviour like withdrawal or distress. Remember, maintaining a respectful workplace benefits both the individuals involved and the organisation as a whole, reducing potential liability and improving productivity. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement

When an employee leaves a job, they are entitled to be paid for any unused holiday they have accrued. Employers must calculate this correctly and include it in the employee’s final pay. Failing to do so can result in claims for unpaid wages. Always double-check that you're correctly calculating and paying out any unused holiday when employees leave. Need help with accurate holiday pay calculations? Send our team a message today. #legaladvice #businesssupport #smallbusiness #hrpolicies #businessmanagement