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Practical employment law information to support your business, from Clover HR

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Establishing a successful recruitment process and clear written employment contracts for new employees can have a major impact on your business.

Every business needs to be aware of its obligations under minimum wage and equal pay laws, as well as recent pensions auto-enrolment changes.

You must comply with legal restrictions on employees' working hours and time off, or risk claims, enforcement action and even prosecution.

The right employment policies are an essential part of effective staff management. Make sure any policy is clear and well communicated to employees.

While sick employees need to be treated fairly, you need to ensure that 'sickness' is not being used as cover for unauthorised absence.

Most pregnant employees are entitled to maternity leave and maternity pay, while new fathers are entitled to paternity leave and paternity pay.

As well as undermining morale, illegal discrimination can lead to workplace grievances. Employee discrimination is covered by the Equality Act 2010.

Home, remote and lone workers are becoming increasingly commonplace. Key issues include communication and how to manage and motivate people remotely.

The right approach to consulting with and providing information to your employees can improve employee motivation and performance.

Disciplinary and grievance issues can be a major burden to employers. Putting in place and following the right procedures is essential.

Following the right dismissal and redundancy procedures helps protect your business and minimise the risk of a legal dispute at tribunal.

Employment tribunal claims are a worrying prospect for any employer. A tribunal case is a no-win situation – even if the claim is unjustified.

Pavement licence scheme to be made permanent

19 May 2022

Cafes, restaurants, pubs and other hospitality businesses will benefit from plans announced in the Queen's Speech to make the temporary COVID-related pavement licence scheme permanent.

The relaxations originally came in when the Business and Planning Bill 2020 was introduced to streamline the process by which businesses could apply for a street furniture licence (aka pavement licence). The intention was to mitigate against the impact of social distancing requirements on hospitality businesses, to provide much needed income and protect jobs.

The relaxations included a fast-track application process (with a reduced public consultation period) and low fees, with licences running for up to a year.

Since the scheme was introduced, a wide range of businesses have benefitted from the relaxations from public houses to cafes, bars and restaurants, snack bars, coffee shops, and ice cream parlours. A licence covers outdoor use of tables, chairs and other seating, counters for food or drink, umbrellas, heaters, and barriers.

The current arrangements were due to expire on 30 September 2022. However, the scheme will now become a permanent arrangement, but with some changes. Local authorities will be able to grant longer, two-year licences, but charges for licence renewals will rise from £100 to £350. Applicants for a new licence will have to pay £500.

Businesses can act now to benefit from the lower fees currently in place. Businesses with a pavement licence or table and chair licence that is due to expire before 30 September should consider renewing (or converting it) now to benefit from lower fees. Businesses without a pavement or tables and chairs licence should consider whether to apply for one now before the increased charges come in.

Written by Fiona Prior.

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