As an employer it can sometimes be difficult to keep up with everything in terms of the laws of employment. However, it is important that you are aware of the rules and regulations within these laws to ensure that both you and your employees are aware of your rights.
- If you wish to change the terms of an employee’s contract you must have either reserved the right to do so at the start of their employment contract or alternatively gained consent from your employee.
- It is important for employers to know that there is no entitlement to a written statement of employment for employees who are taken on for a month or less.
- Regardless of the size of your business, all employers are now legally obliged to provide written documents of all of their disciplinary rules and procedures. These must be looked over and agreed to be reasonable and fair to both the employees and the employer.
- Once an employee has accepted an offer of employment which has no conditions an employment contract immediately exists regardless of when they are meant to start working.
- As of 2012 the statutory sick pay was changed to £85.85 and although there is no legal obligation for the employer to pay any more than this if you have your own sick pay schemes in place you can pay more.
- An employer can however refuse to pay this statutory sick payment if they have reason to believe that the employee in question has not actually been ill or have not properly notified.
- It is possible for an employer to recover some of the statutory sick pay if there have been a large amount of employees off sick at the same time.
- If you have employees that work from home as an employer you are still responsible for their health and safety which means the same rules apply when they are at home.