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


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.

Parental leave

Any employee who has at least one year’s service with an employer is entitled to take up to 18 weeks’ unpaid parental leave per child for the purpose of caring for that child. Parental leave may be taken until the child’s 18th birthday. 

The parent must have parental responsibility for the child, and must give you 21 days’ notice, stating the dates the parental leave will begin and end.

The entitlement to unpaid leave is a total entitlement to leave, not an annual entitlement, and is therefore calculated by reference to all employment with all employers. So when you are taking on new employees, it is advisable to check with their previous employers as to how much parental leave, if any, they have taken.

Parental leave may be taken in blocks or multiples of a week, up to a maximum of four weeks per year, per child.

Read more about parental leave on the GOV.UK website.

If in doubt, take legal advice.

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