FusionHR Blog

HR news, updates and tips to help manage your people.

Blog Archive

Flexible working – Our Top 10 Tips for handling requests

Friday, 29 July 2016
 

Every employee has the statutory right to ask to work flexibly after 26 weeks' service and, it’s important to remember, each employee can only make a request once in any 12 month period. So here are our top tips to help you manage flexible working requests


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Latest case concerning dress codes

Friday, 29 July 2016
 

In a recent case, Bougnaoui v Micropole SA, the French employee wore a headscarf which covered her head (but not her face), in line with her Muslim faith. She was requested by her employer not to wear the headscarf to client meetings, following a complaint by a customer. Read the court's guidance.


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Home Office cracking down on working documentation

Friday, 29 July 2016
 

This month immigration officials detained 35 employees from Byron Hamburger Restaurants in London. This is in line with the Home Office’s new focus on right-to-work documentation and prosecution for illegal workers.


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Being aware of mental health in the workplace

Friday, 29 July 2016
 

CIPD’s new research, published this month, found that the number of reported mental health cases at work had increased over the last five years. Of over 2000 employees surveyed in 2011 a quarter had reported experiencing mental health issues but this rose to a third in 2016. 85% of employees said that they found it difficult to concentrate and 64% said it affected their ability to respond to tasks quickly. How can you help?


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An employer’s guide to ‘Right to Work’ checks

Wednesday, 27 July 2016
 

With effect from 12 July 2016, under section 21 of the 2006 Act (as amended by section 35 of the 2016 Act), an employer will commit an offence if they employ an illegal worker and know or has reasonable cause to believe that the person has no right to do the work in question. This means that the investigating agency does not have to prove that the employer knew that the employee had no permission to work.


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Be careful when agreeing variations to contracts

Wednesday, 6 July 2016
 

Guidance from the case of Globe Motors Inc v TRW Lucas Variety Electric Steering Ltd highlighted that variations to contracts can be both verbal and in writing, even if in a contract it specified that it needed to be in writing.


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Does action need to be taken by the Government to help businesses tackle absence?

Wednesday, 6 July 2016
 

This month has seen the manufacturers’ organisation, the EEF, make a plea to the government to help businesses tackle sickness absence. They want the government to consider subsidising private treatment for employees to reduce the burden on the NHS and help employers get employees back to work quicker. Read more about the impact of absence on businesses and steps that you can take to address absence.


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Is Hilary Clinton the only one to be investigated for handling sensitive information using a personal email address?

Wednesday, 6 July 2016
 

Hilary Clinton has now been cleared of charges despite emails being found with classified information on her personal email. The FBI has said it was careless but not deliberate. However, in a recent case the Information Commissioner’s Office (ICO) prosecuted an employee for sending sensitive information to a personal email address. The difference is intention. The ICO have highlighted their dedication to strengthening prosecution for data cases and employers should be vigilant.


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Can Brexit discussions lead to discrimination?

Wednesday, 6 July 2016
 

With talk in the office, on the street and at home still revolving around the EU referendum it’s important to be aware of some potential HR issues that might apply as a result. We’ve listed the top things to be aware of as an employer in relation to discussions in the office.


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ACAS code ruled not applicable in relation to dismissals for some other substantial reason

Wednesday, 6 July 2016
 

In the recent case of Phoenix House Ltd v Stockman & Anor, the EAT said that the ACAS Code of Practice on Disciplinary and Grievance Procedures did not apply to a dismissal for ‘some other substantial reason’ (SOSR).


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