Before someone can bring a claim in the employment tribunal they must usually have first notified Acas. A conciliation period follows, during which settlement is explored. If the case isn’t settled within the conciliation period, Acas issues a certificate to that effect. It’s at that point the Claimant can take their claim further.
The Transfer of Undertakings (Protection of Employment) Regulations, better known as TUPE, apply to relevant transfers. A relevant transfer can happen where there is a service provision change – for example, a new contractor takes over. Where that’s the case, TUPE operates to transfer workers over to the new provider.
This week is the BackCare Awareness for Carers week, raising awareness for the 70% of the UK’s unpaid carers who now suffer from back pain. These carers are at a greater risk of developing chronic pain, which can become a life-long issue for most.
The duty to make reasonable adjustments can tie employers up in knots. What is reasonable in one case won’t necessarily be reasonable in another. It really comes down to how far the employer should go to combat the disadvantage that the employee has been put to at work because of their disability.
Steve Wiskin from THSP Risk Management has been shortlisted as a finalist for Trainer of the Year at the forthcoming RailStaff Awards on 8th October 2016. These awards show recognition to the great work of those who work in the rail industry.
THSP Risk Management have been crowned the winners of the Excellence in Customer Service Award in the eastern region heats of the Chamber Business Awards 2016. This means that THSP have now been put forward to the National Chamber Business Awards 2016 on 24th November.
Asbestos has been and will remain a hot topic in the construction and building industry for a long time and rightly so – it causes around 5,000 deaths a year.
Construction Industry Scheme (CIS) deductions need to be reported through your Payroll RTI prior to every payday, along with your regular payroll information.
Contracts of apprenticeship are governed by common law principles, generally for a fixed term, and cannot be terminated early except for in cases of extreme misconduct.
An apprenticeship contract cannot be terminated because of redundancy unless the employer’s business closes or fundamentally changes its character.