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Viewing post categorized under: Employment Rights



Any time of the year brings challenges for business owners when it comes to managing a team of people, and the summer is no different. Everyone might be in a slightly better mood when the sun starts to shine, but there are potential issues that you need to be aware of to ensure the smooth running of your operations. No one likes to think about the worst case scenario, but being prepared and thinking about your plan of action is always better than being caught off-guard.

Here, we’re going to take a look at a few HR horror stories from the summer months, and explain how you can avoid the fallout in your business.

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According to the RSPCA, around a half of UK households own a pet. Though there’s no legal right for employers to give their staff time off to look after an ill animal, or to help a new puppy settle in at their new home, ‘pawternity’ leave is something that’s being discussed more and more.

Though some might say it’s all a bit ridiculous and it’s taking things a step too far, there’s a strong argument for business owners to consider whether they should add some leeway into their policies and procedures for those whose children are of the furry variety.

For many people, their animals are a big part of their family, and an illness or a death could be absolutely devastating. Would it really be reasonable to expect a member of staff to turn up to work and just get on with things under these circumstances?

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The Repeal Bill, otherwise known as the European Union (Withdrawal) Bill was published last month, and the 66-page document confirmed that EU-derived legislation including the Working Time Directive, the General Data Protection Regulation (GDPR), and TUPE will continue to apply once the UK leaves the EU.

Secretary of State for Exiting the European Union, David Davis, said:

‘It is one of the most significant pieces of legislation that has ever passed through Parliament and is a major milestone in the process of our withdrawal from the European Union.  By working together, in the national interest, we can ensure we have a fully functioning legal system on the day we leave the European Union’.

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The Taylor Review was hotly anticipated, and the findings were finally published last month.

Commission by the Prime Minister back in October, the intention of the report was to take a look at how employment practices need to change in order to keep up with modern business models. It intended to address, amongst other things, employment rights in the gig economy, which is something that hasn’t been far from newspaper headlines over the past few years.

Since its publication, it’s come under some pretty heavy criticism. Jason Moyer-Lee, general secretary of the IWBG union said that it’s ‘wishy washy and full of fluff’. He raised issues with the panel involved in the compilation of the report, which is hardly surprising when you consider that a former Deliveroo investor played a role in its creation. He also picked holes in its legal accuracy, claiming that it’s full of errors.

But politically charged commentary aside, what does the Taylor Review mean for employers?

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