Thanks for your support!

This is our last Newsletter for 2007. We would like to thank all of our customers, suppliers and readers for your support during the year. Please accept our Best Wishes for a great Christmas and a successful New Year.

 

In the News:

HR Advantage

We are very pleased to welcome Vicky Gates to our High Wycombe based administration team. Vicky has a strong background in HR administration and related support gained at Elyo Services. We have overlooked the fact that she is a self-confessed 'petrol head'.

 

Longer paid maternity and paternity leave delayed

The proposed extension of paid maternity leave to 12 months has been delayed until at least April 2010. HM Revenue & Customs said in a statement that, it '... will now start planning implementation for babies due on or after April 2010. This should not be taken to imply any timing decisions have been taken. It is simply a pragmatic approach'

This will also impact on the proposal to introduce additional paternity leave and pay which would give employed fathers a right to take up to an additional 26 weeks off work with pay, if the mother has returned to work and had not used her full entitlement to paid maternity leave.

 

Flexible working rights to be extended
The Government has announced that it is to explore the idea of extending the right to request flexible working to parents of older children. The right currently only extends to parents of children under 6 (or, for disabled children, up to the age of 18).

The Department for Business, Enterprise and Regulatory Reform has asked Sainsbury's Human Resources Director, Imelda Walsh, to lead an independent review to consider how the current right to request flexible working can be extended to parents of older children. A formal consultation will be held after the results of the review are published which is expected to be in Spring 2008.

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

 

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

This will also impact on the proposal to introduce additional paternity leave and pay which would give employed fathers a right to take up to an additional 26 weeks off work with pay, if the mother has returned to work and had not used her full entitlement to paid maternity leave.

 

Flexible working rights to be extended
The Government has announced that it is to explore the idea of extending the right to request flexible working to parents of older children. The right currently only extends to parents of children under 6 (or, for disabled children, up to the age of 18).

The Department for Business, Enterprise and Regulatory Reform has asked Sainsbury's Human Resources Director, Imelda Walsh, to lead an independent review to consider how the current right to request flexible working can be extended to parents of older children. A formal consultation will be held after the results of the review are published which is expected to be in Spring 2008.

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

 

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

This will also impact on the proposal to introduce additional paternity leave and pay which would give employed fathers a right to take up to an additional 26 weeks off work with pay, if the mother has returned to work and had not used her full entitlement to paid maternity leave.

 

Flexible working rights to be extended
The Government has announced that it is to explore the idea of extending the right to request flexible working to parents of older children. The right currently only extends to parents of children under 6 (or, for disabled children, up to the age of 18).

The Department for Business, Enterprise and Regulatory Reform has asked Sainsbury's Human Resources Director, Imelda Walsh, to lead an independent review to consider how the current right to request flexible working can be extended to parents of older children. A formal consultation will be held after the results of the review are published which is expected to be in Spring 2008.

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

Statutory dispute resolution procedures will be replaced

On 6th November the Queen set out the Government's legislative agenda for the next year in her speech marking the state opening of Parliament. There are two bills of interest to employers. Firstly, the Employment Bill which will implement the outcome of the Dispute Resolution Review, paving the way for replacement of the current statutory procedures with a new non-regulatory system.

New Pensions Bill - Minimum Employer Contributions on the horizon

Secondly, the Pensions Bill which will enact the remainder of the pensions reform package set out in the Government's May 2006 White Paper, including providing for the establishment of a new scheme of personal accounts. Eligible workers will be automatically enrolled into a pension and there will be a minimum employer contribution.

Health and safety on the road

In addition to providing you with information about recent legislation, I would also like to take this opportunity to provide you with some details about a publication from the Health & Safety Executive and Department of Transport which we strongly recommend you review if you have employees who are required to drive either a Company vehicle or their own vehicle on Company business.   The guidance entitled 'Driving at Work'  Managing Work Related Road Safety is available at http://www.hse.gov.uk/pubns/indg382.pdf .  

 

It is estimated that up to a third of all road traffic accidents involve somebody who is at work at the time and many employers believe, incorrectly that provided they comply with certain road traffic law requirements e.g. company vehicles have a valid MOT certificate, and that drivers hold a valid licence, this is enough to ensure the safety of their employees, and others, when they are on the road.   However, Health and Safety law applies to on-the-road work activities as to all work activities, and the risks should be effectively managed by, for example, conducting regular risk assessments on work-related driving activities.   Further details on how to conduct an effective risk assessment and on other steps that employers should take to manage work-related road safety can be found in the guidance.  

 

The Government estimates that if the age limit was raised from six years old to nine years old, an extra 1.4 million parents would benefit, if it was raised to children under 12, an extra 2.6 million parents would benefit and if it was raised to children under 17, 4.5 million parents of children would benefit.

If this change is implemented, however, you have to ask the question, why not flexible working rights for all?

 

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