An objective, expert HR advice service to support HR Managers with HR matters that are complex or outside of their usual remit. Our up-to-date knowledge of case law and employment legislation will minimise your business risk in an efficient manner. Simply choose the amount of time you wish to pay for in 15-minute blocks and we’ll provide the HR advice!
HOW CAN JUDE READ - HR CONSULTANCY HELP YOU?
HR Consultancy For You
Led by specialist Senior HR Consultant, Jude Read, our HR consultancy supports a diverse mix of SME businesses across the region, including high-profile corporate client.. Jude’s strategic and commercially minded approach has led to the successful resolution of a range of highly complex HR matters. Her ability to communicate with employees, from shop floor to board level and trade union officials, combined with her Employment Law expertise is second to none.
As a well-respected HR source for leading publications including People Management, the CIPD’s award winning industry magazine and Business Matters Magazine, Jude Read is often approached for her trusted opinion on HR topics.
We can help with or manage your investigations, formal procedures, TUPE and redundancy. Alternatively, our specialist HR Consultancy services can add an extra pair of hands to assist your own HR team for complex, challenging and time-consuming projects. Significant experience working with SME and corporate businesses enables our HR Consultants to deliver HR expertise with proven results.
Ongoing HR support for your own role, team or business. Acting as your ‘go to’ HR Manager, offering advice and guidance whenever you need it. Receive regular employment legislation updates. Benefit from a dedicated HR Consultant who will remove your HR burden and allow you to focus on your business priorities.
Full service to support businesses being threatened by an employee or who are facing an employment tribunal claim. We manage the entire process on your behalf from start to finish. Written opinion of your prospects of success. Preparing and submitting responses. Dealing with ACAS investigations, witnesses, claims and hearings.
Frequently Asked Questions
Workers and employees who have the legal right to work in the UK are subject to the same employment legislation as other workers/employees.
The Brexit transition period ended on 31st December 2020 for EEA nationals to apply for pre-settled or settled status which would allow them the right to remain in the UK indefinitely.
Those EU nationals have until 30th June 2021 to register under the settlement scheme, provided they were residing in the UK as at 11.00pm on 31st December 2020.
Any EU national who does not register under the settlement scheme will not have the right to work in the UK.
Current NMW Rate 2022
NMW Effective 1st April 2023
Those aged under 19 and also those aged over 19 but in their first year of an apprenticeship
|Aged 16 – 17
|Aged 18 – 20
|Aged 21 – 22
|Aged 23 and over (The national living wage)
The current rate of SSP is £95.85 per week and this changes to £96.35 from 6th April 2021.
TUPE stands for The Transfer of Undertakings (Protection of Employment) Regulations 2006. This legislation protects the terms and conditions of employees who transfer from one business to another or where employment transfers under a service provision change in the UK.
The transfer has to be ‘relevant’, in that the economic entity retains its own identity.
This area of law is complex and the potential liabilities to an employer can be costly, for example a failure to inform and consult correctly the liability is up to 13 weeks’ pay per affected employee.
A TUPE Consultant will be able to identify if TUPE applies and guide an employer through each stage in an efficient manner whilst assessing any potential risks and advising of them.
A TUPE Consultant will:
- Help you identify if TUPE applies
- Reduce the risks to the business due to the knowledge of the TUPE Regulations and case law
- Assist you with the due diligence process
- Advise or manage the information and consultation process including an election process for representatives
- Understand the risks involved to the business including if the other party (either the transferor or transferee) is failing in their duties and advise accordingly
- Liaise with the other party on your behalf
- Provide guidance around any envisaged measures and ensure the relevant consultation is completed
- Either ensure the correct employee liability information is provided or review and advise in respect of the employee liability information depending on the position of the Employer as either the transferor or transferee
- Understand the relevant timescales
- Provide the necessary administration support including documents
Employers can make employees take annual leave during a period of furlough. In fact, it is highly recommended that employers review regularly the outstanding balance of annual leave and consider that against the remaining time of the current annual leave year and the likely return of employees to the workplace within that year.
If employees are accruing high levels of annual leave towards the middle/end of the current annual leave year, an employer may wish to enforce holiday.
An employer must give twice the notice period of the length of holiday they wish the employee to take. Example, for one week’s holiday, the employer must provide 2 week notice to the employee.
Consider the contract wording, many employees cannot carry over annual leave into the new holiday year and so will lose it.
Holiday can be carried over if employees have not been able to take it due to coronavirus, this is unlikely to apply when an employee is on furlough.