Search results

What you must do before you hold a grievance hearing to ensure that it runs as smoothly as possible.

A grievance procedure deals with grievances in a fair and reasonable manner.

How to communicate your grievance procedure and whether or not to make it contractual.

How to keep staff and maintain morale by resolving grievances effectively and quickly.

How employers can support employees undergoing fertility treatment.

How employers can support employees to continue breastfeeding on their return to work after maternity leave.

How employers can ensure they stay on the right side of sex discrimination law and appropriately support pregnant workers.

A pregnant employee is entitled to paid time off to attend antenatal care appointments during working hours.

When an employee who is pregnant, or has recently given birth, or who is breast-feeding may have to be suspended from work on maternity grounds.

Employers' additional health and safety obligations towards pregnant workers and female workers of childbearing age.

Pregnant employees' rights in relation to health and safety, fertility treatment, antenatal care, dismissal/discrimination, and breastfeeding.

Records employers must make and keep to prove their workers are eligible to work in the UK.

An eVisa is a digital record of an individual's identity and immigration status.

Information detailing whether you are legally obliged to pay an employee for time off.

The benefits of allowing discretionary time off work, having a time-off policy and considering flexible working.

Supporting employees linked to the armed forces can benefit your business by promoting leadership skills.

If you have an employee who has been selected to serve as a juror, it will have a significant effect on their ability to attend their place of work.

Time off rights for employees taking part in activities relating to public bodies and the legal system.

An employee's right to unpaid time off to look after dependants in an emergency, discretionary and extended leave.

Time off for maternity, paternity, adoption, shared parental leave or parental leave, and time off for pregnant employees.

Time off for training for those to be made redundant, union and safety representatives, and pension scheme trustees.

Time off to be a representative in redundancy and transfer situations, and to attend information and consultation meetings.

Time off for trade union work, TUPE consultation, pension scheme, and public duties is a paid, statutory requirement.

When staff have a statutory right to time off, when it must be paid, and how to deal with discretionary requests.

Dealing with commission, tips, gratuities, and bonus payments.