Search results

How to avoid treating fixed-term employees less favourably than their permanent equivalents.

Comparing the fixed-term employee with a comparable permanent employee.

How to fulfil your legal obligations by granting fixed-term employees the same rights as permanent staff.

Meet your legal obligations to fixed-term employees by understanding employment rules.

How to best manage employee use of social media, including how to develop a social media policy.

How employers can encourage and support a better work-life balance for their staff, and the advantages a healthy work-life balance can bring to the workplace.

In which circumstances an employer must contact the Child Maintenance Service.

How to update your payment schedule when making child maintenance deductions from employee pay.

How and when employers should make child maintenance payments to the Child Maintenance Service.

When employers will receive a deduction from earnings order from CMS, what they should do with it and why it might need to be amended.

Highlighting the schemes which the Child Maintenance Service runs and your legal responsibilities as an employer.

How CMS calculates earnings for the purposes of deduction from earnings orders.

Monitoring social media usage must be undertaken appropriately and in accordance with relevant legislation.

There are ways that you can effectively manage your employees’ use of social media.

How employers should treat improper use of social media in the workplace and the disciplinary action you can take.

How to outline to your employees that the appropriate medium for raising a grievance is via the company grievance procedure and not social media sites.

Identifying inappropriate employee behaviour on social media and how employers can deal with it.

Use of social media could result in employees spending time away from core work duties which could affect productivity.

Issues employers need to be aware of when using social media in the recruitment process including advertising jobs and screening new recruits.

Different social media channels and legislation relevant to social media that employers need to be aware of.

Table setting out the minimum periods of continuous employment needed to qualify for certain statutory employment rights.

Transfer of a business from one employer to another, and other such changes, do not break continuity in employment.

Conditions when reinstating or re-engaging an employee after they have been unfairly dismissed classes as continuous employment.