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Making pre-employment checks to comply with the law.

The pre-employment checks that you are required to make and those that are advisable to make before offering a job.

Informing your staff of available financial support for their childcare costs.

An employee's right to take time off at short notice, eg, to deal with illness or attend a partner's childbirth.

What a parental scheme must contain, and suggestions on how you can enhance it to benefit your employees.

How you should go about agreeing on a parental leave scheme with your employees or their representatives.

Circumstances in which an employee is, or is not, entitled to return to the same job after parental leave.

Continuing contractual obligations during parental leave - dealing with redundancy, annual leave, and bonus payments.

Find out more about the minimum wage by contacting Acas.

What an employee can and can't take parental leave for.

Limits on when parental leave can be taken and its duration, plus how to deal with irregular working weeks.

Employee notice periods for parental leave and circumstances where the start of the leave period may be postponed.

Which employees are entitled to parental leave, and the evidence you can ask for as proof of this entitlement.

Statutory rights to unpaid leave for employees with children and other dependants.

How to provide help and guidance when an employee is ready to return to work following a bereavement.

How to deal with the immediate aftermath of bereavement and why it is good practice to develop a bereavement policy.

The law around managing bereavement and how to ensure discrimination does not occur.

Supporting your employee through bereavement not only helps them but can also benefit your business.

How to best manage bereavement in the workplace, from dealing with the initial situation to how you can help your employees.

Staff rewards for good performance could include pay rises, bonuses, or other benefits.

Appraisals can be between an employee and their line manager or conducted using a 360-degree system.

Performance can be measured by rating, critical incidences, or comparison of objectives.

Objectives should be specific, measurable, achievable, realistic, and time-based (SMART).

Performance targets and appraisals identify areas for improvement and increase efficiency and employee performance.

Establishing clearly defined objectives and appraisal systems can help employees and improve business performance.