About Carole Thomson

Following 16 years implementing HR solutions for businesses I founded HR Support for Business. Designed to be a one stop trusted HR Resource centre for small and medium businesses. Working locally or virtually we can be your HR team member when you need us. Or give SMEs access to tried and trusted HR contracts, policies and documentation. A self service HR resource to make it easier for SMEs to manage their people and save time and money in development and management time.

Redundancy calculations 2014

Employment Facts and Stats – 2014 Statutory payments:  Guide to calculating redundancy pay  Extracted from our latest Employment Facts and Stats update Summer 2014 In business change happens and this sometimes means that a redundancy situation cannot be avoided. Below are the minimum Statutory calculations for redundancy payments employees with over 2 years service are entitled to. Of course you may offer a more generous package within your Terms and Conditions with your employee, but that is up to you.   One & a half weeks pay Each full year of employment in which the employee is aged 41 & over … Read More

Statutory notice periods 2014

Employment Facts and Stats  Statutory Notice periods 2014 So many employment facts and laws an employer needs to know. One is the minimum notice periods to be given by Employer and Employees if the contract of employment is ended for whatever reason. Employers: Statutory minimum notice will override any contractual notice within an Employee’s Terms and Conditions of Employment if greater. In other words, whatever the contract may state, below is the minimum notice you must give to an Employee if you are terminating their Contract of Employment. The only override to this is if the Employment Contract is ended due … Read More

Statutory qualifying periods & rates July 2014

Employment Facts and Stats  Statutory employment law qualifying periods & rates   So many employment facts and laws for employers to remember.  And, it is sometimes hard to know where to go for trusted information you can rely on. These are the legally required, qualifying employment periods an employee needs to have the right to take their claim against you to a tribunal or qualify for redundancy pay. It also gives the time limit for an employee to take any claim to a tribunal after their employment has been terminated.  And finally, the statutory compensation limits for each.   Compensation limits Qualifying … Read More

National Minimum Wage 2014

Employment Facts and Stats  National Minimum Wage  Summer 2014   The National Minimum Wage (NMW) rate is dependent on age and whether your employee is an apprentice. To qualify for the National Minimum Wage a person must be school leaving age. Please note that whether a person is considered school leaving age or not will be dependent on exactly when in the year they were born. It is always best to check. The NMW is usually updated every October. The rates below were updated in October 2013 and currently apply. The rates will however increase in October 2014, for example … Read More

Employee Statutory payments 2014

Employment Facts and Stats  Statutory employee payments from April 2014  So many employment facts and laws to know.  Combined with the difficultly of knowing where to go for trusted information, we thought this would be useful employer law update to include for employers. Below is a round up of current Employee Statutory payments. Statutory Sick pay Now £87.55 per week.  From April you will also no longer be able to recover the cost of SSP from the HRMC (prior to 6 April 2014 employers could reclaim SSP exceeding 13% of National Insurance contributions).   Statutory Maternity, Adoption, Paternity Currently  £138.18 … Read More

Compulsory Pre-claim Conciliation May 2014

Compulsory Pre-claim Conciliation ET1 claim – employee must now contact ACAS   Following the recent Tribunal fees, this is the next main change. Now anyone wishing to make an ET1 claim must first contact ACAS and obtain an EC certificate. The certificate will have a unique reference number that is required on the new ET1 form. Although available from 6 April, it becomes mandatory for most claimants from 6 May 2014. Basically if any ex-employee wants to submit a claim against you, ACAS will try and consolidate a settlement before it reaches a Tribunal through Early Conciliation (EC).   The … Read More

Zero Hour Contracts – Could they be banned?

Could Zero Hour Contracts be banned? An update on the Zero hour contract debate An interim report in April 2014 stated “in the majority of cases zero hour contracts (ZHC) need not, and should not be used at all”. This is follows months of media coverage highlighting the alleged abuses of ZHC. It has been reported 20% on ZHC are paid less than permanent comparators; 40% receive no notice of termination; 6% turn up to find no work and no compensation; 5% are paid less than the NMW. The Government is being pressed to take positive action to protect workers … Read More

Ban on secondary industrial action is ruled unlawful

Employment law update Ban on secondary industrial action is ruled unlawful   Secondary action or, ‘solidarity action’ as it is sometimes referred to, is when one union (who is in a dispute with an employer) threatens to induce employees of another employer to also take industrial action. The UK law provides that, in the context of secondary action, a trade union is not immune from liability for the tort of inducing employees to breach their contracts by striking. The RMT went to the European Court of European rights (ECHR) to challenge that the UK law breached the human right of … Read More

New tribunal fines for employers

Employment law update 2014  New tribunal fines for employers   From 6 April Tribunals have the power to order that an employer who has lost a Tribunal claim must pay a financial penalty if considered the claim has aggravating features. Minimum is £100 maximum £5,000. Payments are made to the Treasury and not the employee.     As useful as ever, it is not clear what is meant by ‘aggravating features’. I suppose we may assume it is where a Tribunal considers there has been unreasonable behaviour, or conduct by an employer, but we will have to wait and see. … Read More

Flexible working extended to all in June 2014

Employment law update June 2014 Flexible working extended to all in June 2014   From 30 June 2014 all employees with at least 26 weeks’ continuous service will have the right to make up to one written flexible working request per year. Currently, only those with children under the age of 17 (or 18 if the child is disabled) or, those with adults in need of care have the right. Flexible working includes a wide range of working patterns that can benefit a business as much as the individual. Some examples are: Job sharing; part time working; working from home … Read More