New beginnings or new problems?
Equality Act 2010Set to be introduced in October this year, there is now uncertainty as to when the Act will be implemented. The Government Equalities Office has withdrawn any mention of dates from its website leaving many wondering when and if the Act will come into force.
Vetting and barring
The vetting and barring scheme is to be "remodelled". The coalition government has announced an immediate stop to the requirement for individuals working with children or vulnerable adults to register with the Independent Safeguarding Authority. For those working in ‘regulated’ activity, voluntary registration was due to commence on 26 July 2010 with compulsory registration becoming effective from November 2010. The coalition government has since announced the need to scale back the scheme to "common sense and proportionate" levels.
Fit for purpose?
Employers are being warned to watch out for fake 'fit notes'. With the World Cup upon us and Wimbledon just weeks away, employees may be trying to think of ways to avoid having to attend work. As businesses are still getting used to the recently introduced fit notes, or may not even have seen one yet, it could be potentially difficult to spot an imposter! If employers have got concerns as to whether a fit note is genuine or not, it is advisable they contact the GP or even refer the employee to Occupational Health. If an employee is found to have supplied a fake fit note, employers are advised to consider taking disciplinary action.
To contract or not to contract...?
A recent survey conducted by Which? found that 2 million employees do not have an employment contract. As a minimum all employees should be provided with a Section 1 Statement of Terms and Conditions in accordance with the Employment Rights Act 1996. Many businesses operate on verbal contracts of employment but such arrangements may not protect businesses if a dispute should arise. It is strongly advisable to ensure that every employee has a written contract of employment that is kept up to date.
Vuvuzelas or strawberries and cream?
With the summer sporting season upon us, many employees may be considering taking time off to watch their tournament of choice. Employers may want to issue a reminder to staff that if they do take unathorised time off, they could face disciplinary action. Employers may also want to consider ways to accommodate requests for time off by granting annual leave or special unpaid leave if possible. Another suggestion would be to screen games during working hours on the understanding that time will be made up. Businesses may also view the screening of a match as a networking opportunity.
If you would like more information on any of the articles covered in this employment eBulletin please contact
Suki Harrar or
Ian Besant.
The employment department at Wright Hassall produce a monthly eBulletin. If you would like to recieve a copy please email
Caroline Venuto.
