New rules to stop illegal workers
Employers have an increased responsibility to prove staff are eligible to work in the
Can an expired warning ever be taken into account in the future?
After much wrangling by the courts, the answer is 'possibly'. It may be reasonable for an employer to consider previous conduct - even though the warning relating to it has expired - as a factor affecting whether mitigating circumstances may be taken into account in reaching a decision about disciplinary action. As always, clear communication is key. If a warning is serious make sure this is spelt out when it is given together with an indication about how it might be taken into account in the future. To discuss any disciplinary problem contact your local HR Advantage office - High Wycombe 01494 451681, Honiton 01404 42359 or
More leave for Dad's
Family planning has just got even more complicated. The Government has announced that it will introduce 26 weeks' additional paternity leave and pay for new dad's 'if the mother returns to work before the end of the maternity leave period to which she is entitled'. Subject to further consultation on the legal and technical aspects of this new leave, it could be in place for babies born as early as April 2010. For further information contact Lynne on 01494 455073 or e-mail lynne@hradvantage.co.uk
Selecting for alternative roles in redundancy situations
It is not uncommon in redundancy situations that some individuals who may become redundant choose to apply for other roles created during the restructuring process. Recent case law has confirmed that employers should ensure the selection criteria it uses between these candidates is objective and reasonable and that staff who are in a possible redundancy situation are given the first crack of the whip before the vacancies are made more generally available. For advice and guidance on any restructuring or redundancy matters contact
