Need a helping hand with your HR queries?
We’ve got you covered with our HR frequently asked questions (FAQs) for business owners! Have a question not answered here? Just get in touch with us here.
Who can take neonatal care leave?
From 6 April 2025, qualifying employees will be entitled to take neonatal care leave from day one of employment.
Neonatal care leave is intended for parents of newborn babies who are receiving neonatal care which starts within the first 28 days of their life, counting from the day after they were born and for a minimum of seven continuous days. It will operate to work around existing leave entitlements. In some cases, fathers, or mother’s partners, will be able to take neonatal care leave even though they did not qualify to take paternity leave in relation to the baby.
According to the neonatal care leave regulations, leave can be taken
by:
- the child’s parent, an intended parent of the child, or the partner
of the child’s mother at the date of birth - in cases of adoption, the child’s adopter, prospective adopter, or
the partner of either at the date the child is placed - an overseas adopter, or the partner of an overseas adopter at the
date the child enters Great Britain
“Intended parents” are those who intend to receive a baby that has been carried by a surrogate mother. Neonatal care leave will come into force for babies born or after 6 April 2025.
I do not want my employees watching sport, or anything else that might distract them from their work. Is there a way to restrict access to specific sites?
As long as the sites are not needed for work purposes, there is no
reason why this cannot be done.
The most straightforward way to do this is to caution employees that
should they be found to be accessing such sites during their working
hours, then they may be subject to disciplinary action as a result.
If you choose to go down this route, it is wise to include this in an
internet usage policy and to warn employees that it is happening to
avoid them spending time trying to access these sites.
If your internet usage policy also allows you to monitor which sites
they access on work equipment, a gentle reminder of this would also
be appropriate.
If you need further support or guidance in implementing or reviewing
your policies, get in touch – we’re here to help!
How can I support employees who may be participating in Ramadan?
Support employees during Ramadan by offering flexibility and understanding:
- Schedule meetings outside of iftar time.
- Where operationally possible adjust work schedules to accommodate fasting.
- Allow time for daily prayers.
- Provide suitable meal options or allow breaks for suhoor and iftar.
- Offer lighter tasks to manage energy levels.
- Respect fasting and allow time off for religious observances.
- Check in on employee needs and preferences.
Creating a supportive environment fosters inclusivity and boosts employee wellbeing.
What is the minimum notice period I need to provide employees during redundancy?
The minimum notice period depends on the employee’s length of service:
– Less than 2 years: 1 week
– 2-12 years: 1 week for every complete year of service
– 12+ years: 12 weeks
Consulting with a Haus of HR expert ensures compliance and helps you handle redundancies with care and fairness.
How do I ensure I’m compliant with UK employment law when hiring?
Key steps include:
– Conducting right-to-work checks.
– Providing a written employment contract prior to or on the start date.
– Adhering to the Equality Act 2010 to prevent discrimination.
The Haus of HR team can undertake a complimentary audit of your recruitment process to make sure it’s legally compliant and inclusive.
Can I dismiss an employee during their probation period without risk?
While probation periods allow for flexibility, the dismissal must still adhere to employment law. Avoid dismissing for discriminatory reasons, and ensure you provide fair notice (usually outlined in their contract).
A Haus of HR expert can offer tailored advice to protect your business and maintain professionalism.
What should I do if I suspect an employee is misusing sick leave?
Handle this delicately by:
– Requesting a fit note if the absence exceeds 7 days.
– Conducting a return-to-work interview.
– Maintaining clear records of absences.
If misuse is confirmed, disciplinary action may be necessary. A Haus of HR expert can guide you through the process to ensure fairness and legal compliance.
What are the legal requirements for handling employee grievances?
Under UK employment law, employers must:
• Have a written grievance policy in place.
• Acknowledge and investigate the grievance promptly.
• Allow the employee to bring a companion to formal grievance meetings.
• Follow ACAS guidelines for fair resolution.
Handling grievances poorly can lead to legal disputes, so having expert HR support is crucial.
How do I manage an employee’s request for flexible working?
As of 2024, all employees in the UK have the right to request flexible working from day one of their employment. As an employer, you must:
• Accept the request unless there’s a genuine business reason not to
• Consult the employee before making a decision – unless you accept it in full
• Make a final decision, including any appeal, within 2 months
• Handle the request fairly and reasonably
Refusing a request unfairly could lead to discrimination claims. Need help managing flexible working requests? Our Haus of HR experts can guide you through the process to ensure compliance and fairness.
Do I need to provide written employment contracts?
Yes, under UK law, employers must provide a written statement of employment particulars by or on the employee’s first day of work. This should include:
- Job title and description.
- Working hours and location.
- Pay, benefits, and leave entitlement.
- Disciplinary and grievance procedures.
Our team can draft contracts tailored to your business to ensure full compliance.
How do I handle performance issues while staying legally compliant?
To manage underperformance fairly:
- Set clear expectations and provide regular feedback.
- Offer training or support to address gaps.
- Follow a formal process if performance doesn’t improve, including documented warnings and action plans.
A structured approach reduces the risk of unfair dismissal claims. Need help creating a robust performance management system? We’re here to assist.
Can I require employees to work overtime, and how should it be paid?
Overtime must be outlined in the employment contract. Key points include:
- Compulsory overtime: Must be reasonable and comply with the Working Time Regulations (maximum 48-hour work week unless opted out).
- Pay: Employees must receive at least the National Minimum Wage for all hours worked, including overtime.
Need help drafting or reviewing contracts to address overtime? Let us assist..
How do I handle workplace discrimination claims?
Under the Equality Act 2010, you must take all reasonable steps to prevent discrimination based on protected characteristics (e.g., age, gender, race, disability). If a claim arises:
- Investigate promptly and fairly.
- Offer support to those affected.
- Implement or reinforce anti-discrimination policies.
We can help you create inclusive workplace policies and resolve disputes professionally.