Resources
XpertHR > Frequently Asked Questions > Latest
A breakdown in childcare arrangements is the highest cause of unscheduled absence for working parents. If an employee has access to reliable childcare, he or she likely take fewer days' absence, more be focused at work and less experience stress. Finding right can difficult expensive employees.
Latest | Frequently Asked Questions | XpertHR
For the purposes of 12-week qualifying period under Agency Workers Regulations 2010 (SI 2010/93), continuity is broken if agency worker starts a new role with hirer where work or duties that make up whole main part are substantively different from made previous role. The must inform in writing type
Latest | Frequently Asked Questions | XpertHR
Ordinary paternity leave is a period of one or two weeks' taken by an eligible employee within eight weeks the birth adoption child. Provided that has given employer proper notice dates on which he she (in some circumstances available to women) wishes take leave, may not postpone defer leave. The
Latest | Frequently Asked Questions | XpertHR
No. If the child's father is separated from, or has never been partner of, mother, not living with her and plays little no part in upbringing, he will be entitled to statutory paternity leave.
Latest | Frequently Asked Questions | XpertHR
Where an employee's child is stillborn in the first 24 weeks of pregnancy, he will not qualify for ordinary paternity leave. If stillbirth occurs after 24th week or born alive at any time but lives only a short time, employee still leave if would otherwise have been eligible to take it.
XpertHR > Frequently Asked Questions > Latest
Yes, if an employee is charged with, or convicted of, a work-related criminal offence it necessary for the employer to conduct its own investigation establish facts of case. The Acas code practice on disciplinary and grievance procedures (PDF format, 1.58MB) (on website) makes clear that fact has
XpertHR > Frequently Asked Questions > Latest
Throughout a redundancy process, the employer must consider whether or not it can offer redundant employee suitable alternative employment, either within organisation with an associated employer. This obligation may extend to considering roles that are vacant, as well those are. Where role is
XpertHR > Frequently Asked Questions > Latest
Under the Employment Rights Act 1996, young persons aged 16 or 17 (and also 18-year-old employees who began their studies training before reaching 18) have left full-time education without attaining a prescribed "standard of achievement" legal right to paid time off work acquire "relevant academic
XpertHR > Frequently Asked Questions > Latest
Yes, an employee on additional paternity leave is entitled to priority as far suitable alternative employment concerned. Where appropriate vacancy exists the employer must offer under a new contract that begins day immediately following which previous comes end. The work be in relation and for do
XpertHR > Frequently Asked Questions > Latest
To qualify for additional paternity pay an employee must have at least 26 weeks’ continuous service the end of 15th week before child is expected and remain in employment with same employer until statutory period begins. An who meets eligibility requirements made redundant remains entitled to date
