Employment Law Update - April 2023
This Employment Law Update will cover the upcoming Coronation Bank Holiday, managing holiday booking requests, what employers can do to prevent bullying and harassment at work, and whether you should think about reviewing your employment documents!
If you would like to discuss any of the points raised in this email, please get in touch.
Coronation Bank Holiday
Following his accession to the throne last September, King Charles III will be officially coronated in a ceremony being held on Saturday 6th May 2023. It is sure to be a historic event that many of your employees will be excited to see.
As a result of this, there will be an additional Bank Holiday in 2023, on Monday 8th May, to celebrate the coronation.
Whether your employees are entitled to an additional day off for the Bank Holiday will depend on the wording of their contract. If your contract lists the 8 standard Bank Holidays, then you do not have to give any extra entitlement for this day. However, if the contract does not state specifics with regards to Bank Holidays, they may be entitled to take the day, or receive a day off in lieu if they are required to work on the bank holiday.
Many employers will choose to close for this day regardless, but if you would like clarity on your employees entitlement to this extra Bank Holiday based on your contracts of employment, please get in touch.
Managing Employee Holiday Requests
With the abundance of Bank Holidays coming up in May, and the summer on the horizon, now is an important time to be thinking about managing holiday requests to keep employees happy, as well as meet the needs of the business.
As an employer, managing holiday requests effectively is crucial to maintaining a happy and productive workforce. Holidays are an essential part of a work-life balance, but managing holiday requests can be a challenging task, especially when dealing with a high volume.
Here are some tips on how to manage holiday requests effectively:
1. Establish a Clear Policy
Your holiday booking policy should outline the procedure for requesting time off, the maximum number of days an employee can take off at any one time, and any restrictions on when holidays can be taken. Make sure your policy is communicated clearly to all employees, so they understand the rules and know what to expect.
2. Plan Ahead
Encourage employees to submit their holiday requests well in advance, so you can plan ahead and ensure that there are no conflicts. You should also keep track of the number of holiday days each employee has taken and has remaining, so you can manage requests fairly (the BreatheHR system can help with this!).
3. Communicate Effectively
Communication is key when managing holiday requests. Respond to requests promptly, and let employees know the status of their request as soon as possible.
4. Be Consistent
Be consistent in your approach to managing holiday requests. Treat all employees fairly, and apply the policy consistently. This will help to build trust and respect between you and your employees.
Dominic Raab Bullying Enquiry – What Can We Learn From This?
The recent accusations of bullying against the now former Deputy Prime Minister Dominic Raab have sparked discussions about bullying and harassment in the workplace. But what should you be doing to prevent bullying and harassment in your business?
Bullying and harassment can have a serious impact on the wellbeing and productivity of employees, as well as the reputation of the organisation. As a result, it is important for employers to take proactive steps to manage bullying and harassment in the workplace.
One of the first steps that employers can take is to develop clear policies, which should provide a definition of what constitutes bullying and harassment, as well as the steps that employees can take if they experience or witness such behaviour. Employees should be made aware of these policies and encouraged to report any incidents that they experience or witness.
It is also important to train employees and managers on how to recognise and prevent bullying, covering topics such as communication skills, conflict resolution, and how to create a respectful workplace culture.
When dealing with incidents of bullying and harassment, employers should ensure that the victim is provided with appropriate support and that any necessary disciplinary action is taken against the perpetrator. It is important to communicate clearly with all parties involved and to follow the procedures set out in your policies and procedures.
Managing bullying and harassment in the workplace is a critical issue, and by doing so effectively employers can create a respectful workplace culture that supports the wellbeing and productivity of all employees.
Spring Cleaning – Time to Update Your Employment Documents!
As an employer, it is essential to ensure that your employment documents are up to date and reflect current legislation and company practices. Employment documents such as employment contracts, handbooks, and policies play a crucial role in setting expectations, defining rights and responsibilities, and protecting both the employer and the employee.
Why do you need to update your documents regularly?
1. Compliance With the Law
Laws and regulations related to employment are constantly changing, and it is essential to ensure that your employment documents are compliant with the latest legislation.
Updating your employment documents ensures consistency in the terms and conditions of employment for all employees. This helps to avoid confusion, misunderstandings, and disputes.
3. Reflecting Your Practices and Values
Your employment documents should reflect your company's policies, values, and culture. Updating your employment documents can help ensure that your policies and values are clear and communicated effectively to your employees.
If it’s been a while since your contracts, policies, or handbook have been reviewed, we’re here to help! Get in touch and we can assist with a comprehensive review of your employment documents - let us ensure that your employment documents reflect your values and protect your Organisation.
If you have any HR queries please give a member of the team a call today, on 01926 853388, or email firstname.lastname@example.org. Visit www.arhrconsult.com for more information.