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PAY RECKONER
A career coach that works for everyone. GET STARTED. Enjoy bite-sized activities delivered to you every week. Equip yourself with essential skills to be the best you yet. Get the guidance you need to stay focused and reach your goals. WHAT IS MEANT BY CUSTOM AND PRACTICE? Some terms may be implied through custom and practice in a particular trade or with a particular employer. For example, it may become customary (over a period of time) to leave early on a Friday, or to add an extra day to a Bank Holiday. In order for an entitlement to become established by custom and practice, it must be long-standing, uninterrupted, automatically received, AM I ENTITLED TO SEE A COPY OF THE EMPLOYER'S HANDBOOK AND You are entitled by law to a written statement of particulars setting out your main terms and conditions of employment. Most of the statutory information in the statement must be contained in a single document, which you must get on or before your first day at work. Some of the information can be contained in separate documents. Information about sickness or injury absence and WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
CAN MY EMPLOYER MAKE CHANGES TO MY DUTIES? A contract of employment is a legal agreement between the employer and the employee. It contains terms, either 'express' or 'implied', that cannot lawfully be changed or varied without further agreement between you. Where there is a recognised trade union, this further agreement should be negotiated through collective bargaining. If the employer wants to change an important CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them IS MY EMPLOYER ALLOWED TO MONITOR MY VEHICLE? Technology increasingly allows for workplace monitoring to be extended to vehicles used by workers off-site, such as company cars or delivery vehicles. Devices can record or transmit the location of the vehicle, the distance it has covered, or information about the user's driving habits. Monitoring vehicle movements where the vehicle is allocated to a specific driver and WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any I DON'T WORK MONDAYS. WILL I MISS OUT ON BANK HOLIDAYS You should not miss out on bank holidays. Under the Working Time Regulations, you are entitled to 5.6 weeks’ holiday a year based on your normal working week, irrespective of your normal working days. Even if your employer provides 5.6 weeks’ holiday plus bank holidays (in other words, going beyond the statutory minimum), it is against the law to treat part-time workers less WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to pointPAY RECKONER
A career coach that works for everyone. GET STARTED. Enjoy bite-sized activities delivered to you every week. Equip yourself with essential skills to be the best you yet. Get the guidance you need to stay focused and reach your goals. WHAT IS MEANT BY CUSTOM AND PRACTICE? Some terms may be implied through custom and practice in a particular trade or with a particular employer. For example, it may become customary (over a period of time) to leave early on a Friday, or to add an extra day to a Bank Holiday. In order for an entitlement to become established by custom and practice, it must be long-standing, uninterrupted, automatically received, AM I ENTITLED TO SEE A COPY OF THE EMPLOYER'S HANDBOOK AND You are entitled by law to a written statement of particulars setting out your main terms and conditions of employment. Most of the statutory information in the statement must be contained in a single document, which you must get on or before your first day at work. Some of the information can be contained in separate documents. Information about sickness or injury absence and WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
CAN MY EMPLOYER MAKE CHANGES TO MY DUTIES? A contract of employment is a legal agreement between the employer and the employee. It contains terms, either 'express' or 'implied', that cannot lawfully be changed or varied without further agreement between you. Where there is a recognised trade union, this further agreement should be negotiated through collective bargaining. If the employer wants to change an important CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them IS MY EMPLOYER ALLOWED TO MONITOR MY VEHICLE? Technology increasingly allows for workplace monitoring to be extended to vehicles used by workers off-site, such as company cars or delivery vehicles. Devices can record or transmit the location of the vehicle, the distance it has covered, or information about the user's driving habits. Monitoring vehicle movements where the vehicle is allocated to a specific driver and WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any I DON'T WORK MONDAYS. WILL I MISS OUT ON BANK HOLIDAYS You should not miss out on bank holidays. Under the Working Time Regulations, you are entitled to 5.6 weeks’ holiday a year based on your normal working week, irrespective of your normal working days. Even if your employer provides 5.6 weeks’ holiday plus bank holidays (in other words, going beyond the statutory minimum), it is against the law to treat part-time workers less WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to pointPAY RECKONER
A career coach that works for everyone. GET STARTED. Enjoy bite-sized activities delivered to you every week. Equip yourself with essential skills to be the best you yet. Get the guidance you need to stay focused and reach your goals. WHAT PAYMENT AM I ENTITLED TO WHEN LEAVING MY JOB Normally, you would be entitled to full pay up to the effective date of termination of employment (your last day of employment), including any holiday pay for holiday you have built up but not taken, overtime, bonuses and commission earned up to that date. Your (including holiday pay) will be subject to tax and national insurance as normal and paidthrough PAYE.
WHERE I WORK, AGENCY STAFF ARE PAID MORE THAN FULL-TIME Your contract of employment will contain an express term specifying your rate of pay, which is a matter of agreement between you and your employer. In accepting the contract of work, you also accept the offered pay rate. As well as paying at least the National Minimum Wage rate, employers must make sure they comply with anti-discriminationlaw.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
IS MY EMPLOYER ALLOWED TO MONITOR MY VEHICLE? Technology increasingly allows for workplace monitoring to be extended to vehicles used by workers off-site, such as company cars or delivery vehicles. Devices can record or transmit the location of the vehicle, the distance it has covered, or information about the user's driving habits. Monitoring vehicle movements where the vehicle is allocated to a specific driver and ARE AGENCY WORKERS PROTECTED FROM DISCRIMINATION Yes. Under the Equality Act 2010, you have the right not to be treated less favourably than other workers, by either the agency or hiring company, on the grounds of race, disability, sex, pregnancy/maternity, marriage/civil partnership, being transgender, sexual orientation, religious belief or age. Agency workers also have important additional rights to equal treatment under I DON'T WORK MONDAYS. WILL I MISS OUT ON BANK HOLIDAYS You should not miss out on bank holidays. Under the Working Time Regulations, you are entitled to 5.6 weeks’ holiday a year based on your normal working week, irrespective of your normal working days. Even if your employer provides 5.6 weeks’ holiday plus bank holidays (in other words, going beyond the statutory minimum), it is against the law to treat part-time workers less WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point DO AGENCY WORKERS GET PAID HOLIDAY? Yes. You should receive at least 5.6 weeks' paid holiday a year. In the past, some agencies tried to get round this by saying that your hourly pay rate included holiday pay and, therefore, that they did not have to give extra pay if you took leave. However, as a result of a decision by the European Court of Justice (ECJ), this practice (known as 'rolled-up pay') has been CAN MY AGENCY CHARGE THE HIRER A 'TEMP TO PERM' FEE IF I An agency can only charge a hirer a fee where they have agreed a contract with the hirer which provides for a 'temp to perm fee' and an extended period of hire. A temp to perm fee is unenforceable unless the agency also gives the hirer an option of an extended period of hire. A hirer can also avoid paying a temp to perm fee after a certain period of time has elapsed since the WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee I THINK I AM SUFFERING RACE DISCRIMINATION AT WORK. WHAT Racist behaviour towards you, conducted by anybody at your place of work, is against the law. Racial discrimination can take many different forms. It might be direct discrimination, indirect discrimination, racial harassment, or victimisation. Racist behaviour might include: being shouted at; being called racist names; racial 'jokes' and ‘banter’, including offensive WHAT CASES WILL AN EMPLOYMENT TRIBUNAL DEAL WITH These are the main areas of employment law dealt with by tribunals: written statement of employment particulars; unfair dismissal (dismissal for an unlawful reason, or where the employer has failed to follow a fair procedure); wrongful dismissal (a dismissal not in accordance with your employment contract – e.g. insufficient notice given); dismissal for asserting a statutory WHAT SHOULD I DO IF I SEE SOMETHING UNSAFE IN THE Since you have a duty of care to yourself and your work colleagues, you should bring the matter to the attention of your employer and your safety representative. Trade union safety representatives have the right to investigate potential hazards and dangerous occurrences at the workplace and to investigate complaints by any employee theyrepresent.
CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, I HAVE BEEN SUSPENDED FROM WORK WHILE INVESTIGATIONS INTO Often disciplinary procedures will contain a provision enabling the employer to suspend an individual, with pay, while an investigation takes place into allegations of misconduct. However, employers should not suspend you without considering whether suspension is really necessary and without discussing the alternatives with you. Also, any period of suspension should be for the WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee I THINK I AM SUFFERING RACE DISCRIMINATION AT WORK. WHAT Racist behaviour towards you, conducted by anybody at your place of work, is against the law. Racial discrimination can take many different forms. It might be direct discrimination, indirect discrimination, racial harassment, or victimisation. Racist behaviour might include: being shouted at; being called racist names; racial 'jokes' and ‘banter’, including offensive WHAT CASES WILL AN EMPLOYMENT TRIBUNAL DEAL WITH These are the main areas of employment law dealt with by tribunals: written statement of employment particulars; unfair dismissal (dismissal for an unlawful reason, or where the employer has failed to follow a fair procedure); wrongful dismissal (a dismissal not in accordance with your employment contract – e.g. insufficient notice given); dismissal for asserting a statutory WHAT SHOULD I DO IF I SEE SOMETHING UNSAFE IN THE Since you have a duty of care to yourself and your work colleagues, you should bring the matter to the attention of your employer and your safety representative. Trade union safety representatives have the right to investigate potential hazards and dangerous occurrences at the workplace and to investigate complaints by any employee theyrepresent.
CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, I HAVE BEEN SUSPENDED FROM WORK WHILE INVESTIGATIONS INTO Often disciplinary procedures will contain a provision enabling the employer to suspend an individual, with pay, while an investigation takes place into allegations of misconduct. However, employers should not suspend you without considering whether suspension is really necessary and without discussing the alternatives with you. Also, any period of suspension should be for the WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee AM I A WORKER, AN EMPLOYEE OR SELF-EMPLOYED? This depends on the contractual relationship you have with your employer. The distinction is important because many important rights – such as the right to claim unfair dismissal or maternity leave – depend on being an employee. For other rights, such as the right to be paid the National Minimum Wage, you must be a worker. All employees are workers, but not all workers are THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER MAKE CHANGES TO MY DUTIES? A contract of employment is a legal agreement between the employer and the employee. It contains terms, either 'express' or 'implied', that cannot lawfully be changed or varied without further agreement between you. Where there is a recognised trade union, this further agreement should be negotiated through collective bargaining. If the employer wants to change an important DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them I AM BEING HARASSED BY MY MANAGER. WHAT CAN I DO Harassment generally takes the form of unwanted conduct, which affects the dignity of women and men at work. This may be related to your disability, race, sex, sexual orientation, religion or belief, age, marital status, or trade union or non-trade union membership. You are entitled to work in a safe workplace and this includes a workplace free from harassment or bullying. WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN REASONS PEOPLE WORK LONG HOURS FOR NO If you work consistently long hours, it’s likely to be for one of the following five reasons: There’s a ‘long-hours culture’ at work. Is yours the kind of workplace where no one wants to be the first to go home or the last to arrive? Where managers judge people on how long they stay, not how effectively they get things done? Where people who have plenty of time to chat, surf IF I GO FOR A JOB INTERVIEW, DO I HAVE TO TELL THEM THAT I No, you don't have to tell them anything. The fact that you are pregnant should not have any bearing on whether you are the right person for the job. and it is against the law to take your pregnancy into account in any way. Although you might imagine that things have moved on, there are still shocking levels of pregnancy discriminationin UK workplaces.
WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee I THINK I AM SUFFERING RACE DISCRIMINATION AT WORK. WHAT Racist behaviour towards you, conducted by anybody at your place of work, is against the law. Racial discrimination can take many different forms. It might be direct discrimination, indirect discrimination, racial harassment, or victimisation. Racist behaviour might include: being shouted at; being called racist names; racial 'jokes' and ‘banter’, including offensive WHAT CASES WILL AN EMPLOYMENT TRIBUNAL DEAL WITH These are the main areas of employment law dealt with by tribunals: written statement of employment particulars; unfair dismissal (dismissal for an unlawful reason, or where the employer has failed to follow a fair procedure); wrongful dismissal (a dismissal not in accordance with your employment contract – e.g. insufficient notice given); dismissal for asserting a statutory WHAT SHOULD I DO IF I SEE SOMETHING UNSAFE IN THE Since you have a duty of care to yourself and your work colleagues, you should bring the matter to the attention of your employer and your safety representative. Trade union safety representatives have the right to investigate potential hazards and dangerous occurrences at the workplace and to investigate complaints by any employee theyrepresent.
CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, I HAVE BEEN SUSPENDED FROM WORK WHILE INVESTIGATIONS INTO Often disciplinary procedures will contain a provision enabling the employer to suspend an individual, with pay, while an investigation takes place into allegations of misconduct. However, employers should not suspend you without considering whether suspension is really necessary and without discussing the alternatives with you. Also, any period of suspension should be for the WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee I THINK I AM SUFFERING RACE DISCRIMINATION AT WORK. WHAT Racist behaviour towards you, conducted by anybody at your place of work, is against the law. Racial discrimination can take many different forms. It might be direct discrimination, indirect discrimination, racial harassment, or victimisation. Racist behaviour might include: being shouted at; being called racist names; racial 'jokes' and ‘banter’, including offensive WHAT CASES WILL AN EMPLOYMENT TRIBUNAL DEAL WITH These are the main areas of employment law dealt with by tribunals: written statement of employment particulars; unfair dismissal (dismissal for an unlawful reason, or where the employer has failed to follow a fair procedure); wrongful dismissal (a dismissal not in accordance with your employment contract – e.g. insufficient notice given); dismissal for asserting a statutory WHAT SHOULD I DO IF I SEE SOMETHING UNSAFE IN THE Since you have a duty of care to yourself and your work colleagues, you should bring the matter to the attention of your employer and your safety representative. Trade union safety representatives have the right to investigate potential hazards and dangerous occurrences at the workplace and to investigate complaints by any employee theyrepresent.
CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, I HAVE BEEN SUSPENDED FROM WORK WHILE INVESTIGATIONS INTO Often disciplinary procedures will contain a provision enabling the employer to suspend an individual, with pay, while an investigation takes place into allegations of misconduct. However, employers should not suspend you without considering whether suspension is really necessary and without discussing the alternatives with you. Also, any period of suspension should be for the WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee AM I A WORKER, AN EMPLOYEE OR SELF-EMPLOYED? This depends on the contractual relationship you have with your employer. The distinction is important because many important rights – such as the right to claim unfair dismissal or maternity leave – depend on being an employee. For other rights, such as the right to be paid the National Minimum Wage, you must be a worker. All employees are workers, but not all workers are THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER MAKE CHANGES TO MY DUTIES? A contract of employment is a legal agreement between the employer and the employee. It contains terms, either 'express' or 'implied', that cannot lawfully be changed or varied without further agreement between you. Where there is a recognised trade union, this further agreement should be negotiated through collective bargaining. If the employer wants to change an important DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them I AM BEING HARASSED BY MY MANAGER. WHAT CAN I DO Harassment generally takes the form of unwanted conduct, which affects the dignity of women and men at work. This may be related to your disability, race, sex, sexual orientation, religion or belief, age, marital status, or trade union or non-trade union membership. You are entitled to work in a safe workplace and this includes a workplace free from harassment or bullying. WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN REASONS PEOPLE WORK LONG HOURS FOR NO If you work consistently long hours, it’s likely to be for one of the following five reasons: There’s a ‘long-hours culture’ at work. Is yours the kind of workplace where no one wants to be the first to go home or the last to arrive? Where managers judge people on how long they stay, not how effectively they get things done? Where people who have plenty of time to chat, surf IF I GO FOR A JOB INTERVIEW, DO I HAVE TO TELL THEM THAT I No, you don't have to tell them anything. The fact that you are pregnant should not have any bearing on whether you are the right person for the job. and it is against the law to take your pregnancy into account in any way. Although you might imagine that things have moved on, there are still shocking levels of pregnancy discriminationin UK workplaces.
WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee I THINK I AM SUFFERING RACE DISCRIMINATION AT WORK. WHAT Racist behaviour towards you, conducted by anybody at your place of work, is against the law. Racial discrimination can take many different forms. It might be direct discrimination, indirect discrimination, racial harassment, or victimisation. Racist behaviour might include: being shouted at; being called racist names; racial 'jokes' and ‘banter’, including offensive WHAT CASES WILL AN EMPLOYMENT TRIBUNAL DEAL WITH These are the main areas of employment law dealt with by tribunals: written statement of employment particulars; unfair dismissal (dismissal for an unlawful reason, or where the employer has failed to follow a fair procedure); wrongful dismissal (a dismissal not in accordance with your employment contract – e.g. insufficient notice given); dismissal for asserting a statutory WHAT SHOULD I DO IF I SEE SOMETHING UNSAFE IN THE Since you have a duty of care to yourself and your work colleagues, you should bring the matter to the attention of your employer and your safety representative. Trade union safety representatives have the right to investigate potential hazards and dangerous occurrences at the workplace and to investigate complaints by any employee theyrepresent.
CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, I HAVE BEEN SUSPENDED FROM WORK WHILE INVESTIGATIONS INTO Often disciplinary procedures will contain a provision enabling the employer to suspend an individual, with pay, while an investigation takes place into allegations of misconduct. However, employers should not suspend you without considering whether suspension is really necessary and without discussing the alternatives with you. Also, any period of suspension should be for the WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee I THINK I AM SUFFERING RACE DISCRIMINATION AT WORK. WHAT Racist behaviour towards you, conducted by anybody at your place of work, is against the law. Racial discrimination can take many different forms. It might be direct discrimination, indirect discrimination, racial harassment, or victimisation. Racist behaviour might include: being shouted at; being called racist names; racial 'jokes' and ‘banter’, including offensive WHAT CASES WILL AN EMPLOYMENT TRIBUNAL DEAL WITH These are the main areas of employment law dealt with by tribunals: written statement of employment particulars; unfair dismissal (dismissal for an unlawful reason, or where the employer has failed to follow a fair procedure); wrongful dismissal (a dismissal not in accordance with your employment contract – e.g. insufficient notice given); dismissal for asserting a statutory WHAT SHOULD I DO IF I SEE SOMETHING UNSAFE IN THE Since you have a duty of care to yourself and your work colleagues, you should bring the matter to the attention of your employer and your safety representative. Trade union safety representatives have the right to investigate potential hazards and dangerous occurrences at the workplace and to investigate complaints by any employee theyrepresent.
CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, I HAVE BEEN SUSPENDED FROM WORK WHILE INVESTIGATIONS INTO Often disciplinary procedures will contain a provision enabling the employer to suspend an individual, with pay, while an investigation takes place into allegations of misconduct. However, employers should not suspend you without considering whether suspension is really necessary and without discussing the alternatives with you. Also, any period of suspension should be for the WHAT’S WRONG WITH THE GIG ECONOMY? 7 problems with the gig economy. The main problems with the gig economy – that is, pay, rights and conditions – are to do with a gap in our outdated employment laws that gig companies exploit to gain a competitive advantage. By classing their workers as ‘self-employed contractors’, gig employers are able to neatly side-step any WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN HEALTH AND SAFETY REGULATIONS 1. The Management of Health and Safety at Work Regulations 1999 Also known as the 'Management Regs', these came into effect in 1993. Main employer duties under the Regulations include: making 'assessments of risk' to the health and safety of its workforce, and to act upon risks they identify, so as to reduce them (Regulation 3); appointing competent persons to oversee AM I A WORKER, AN EMPLOYEE OR SELF-EMPLOYED? This depends on the contractual relationship you have with your employer. The distinction is important because many important rights – such as the right to claim unfair dismissal or maternity leave – depend on being an employee. For other rights, such as the right to be paid the National Minimum Wage, you must be a worker. All employees are workers, but not all workers are THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER MAKE CHANGES TO MY DUTIES? A contract of employment is a legal agreement between the employer and the employee. It contains terms, either 'express' or 'implied', that cannot lawfully be changed or varied without further agreement between you. Where there is a recognised trade union, this further agreement should be negotiated through collective bargaining. If the employer wants to change an important DO I NEED REPRESENTATION AT AN EMPLOYMENT TRIBUNAL A growing number of litigants have no choice but to represent themselves in the employment tribunal. It is almost always the claimant who is unrepresented, while the employer benefits from legal representation. Larger employers often arrive with a solicitor and a barrister. It is, in theory, possible to represent yourself in an employment tribunal without suffering a CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them I AM BEING HARASSED BY MY MANAGER. WHAT CAN I DO Harassment generally takes the form of unwanted conduct, which affects the dignity of women and men at work. This may be related to your disability, race, sex, sexual orientation, religion or belief, age, marital status, or trade union or non-trade union membership. You are entitled to work in a safe workplace and this includes a workplace free from harassment or bullying. WHAT HAPPENS IF I DO NOT GIVE THE REQUIRED NOTICE OF This would be a breach of contract and the employer has the right to sue for damages in a civil court (i.e. for the cost of supplying cover to do your work or for the value of lost business), or to withhold payment for the period of notice you were expected to work. In reality, this does not happen very often, especially since it is usually very hard for the employer to point WHAT ARE THE MAIN REASONS PEOPLE WORK LONG HOURS FOR NO If you work consistently long hours, it’s likely to be for one of the following five reasons: There’s a ‘long-hours culture’ at work. Is yours the kind of workplace where no one wants to be the first to go home or the last to arrive? Where managers judge people on how long they stay, not how effectively they get things done? Where people who have plenty of time to chat, surf IF I GO FOR A JOB INTERVIEW, DO I HAVE TO TELL THEM THAT I No, you don't have to tell them anything. The fact that you are pregnant should not have any bearing on whether you are the right person for the job. and it is against the law to take your pregnancy into account in any way. Although you might imagine that things have moved on, there are still shocking levels of pregnancy discriminationin UK workplaces.
PAY RECKONER
So, how much is that?. This form is for calculating your annual, monthly, weekly, daily and hourly rates of pay. Please only enter the values for the time you are supposed to work. WHAT IS MEANT BY CUSTOM AND PRACTICE? Some terms may be implied through custom and practice in a particular trade or with a particular employer. For example, it may become customary (over a period of time) to leave early on a Friday, or to add an extra day to a Bank Holiday. In order for an entitlement to become established by custom and practice, it must be long-standing, uninterrupted, automatically received, AM I ENTITLED TO SEE A COPY OF THE EMPLOYER'S HANDBOOK AND You are entitled by law to a written statement of particulars setting out your main terms and conditions of employment. Most of the statutory information in the statement must be contained in a single document, which you must get on or before your first day at work. Some of the information can be contained in separate documents. Information about sickness or injury absence and I HAVE HEARD THAT WORKPLACE STRESS IS VIEWED AS AN Workplace stress is certainly viewed as a major problem by employers and trade unions, and has been since the 1980s. Your employer’s duty to take reasonable care of your health and safety extends to your mental health, and this includes taking reasonable steps to combat work-related stress. The HSE approaches stress through its Management Standards for workplace stress. WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits themPAY RECKONER
So, how much is that?. This form is for calculating your annual, monthly, weekly, daily and hourly rates of pay. Please only enter the values for the time you are supposed to work. WHAT IS MEANT BY CUSTOM AND PRACTICE? Some terms may be implied through custom and practice in a particular trade or with a particular employer. For example, it may become customary (over a period of time) to leave early on a Friday, or to add an extra day to a Bank Holiday. In order for an entitlement to become established by custom and practice, it must be long-standing, uninterrupted, automatically received, AM I ENTITLED TO SEE A COPY OF THE EMPLOYER'S HANDBOOK AND You are entitled by law to a written statement of particulars setting out your main terms and conditions of employment. Most of the statutory information in the statement must be contained in a single document, which you must get on or before your first day at work. Some of the information can be contained in separate documents. Information about sickness or injury absence and I HAVE HEARD THAT WORKPLACE STRESS IS VIEWED AS AN Workplace stress is certainly viewed as a major problem by employers and trade unions, and has been since the 1980s. Your employer’s duty to take reasonable care of your health and safety extends to your mental health, and this includes taking reasonable steps to combat work-related stress. The HSE approaches stress through its Management Standards for workplace stress. WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them WHAT PAYMENT AM I ENTITLED TO WHEN LEAVING MY JOB Normally, you would be entitled to full pay up to the effective date of termination of employment (your last day of employment), including any holiday pay for holiday you have built up but not taken, overtime, bonuses and commission earned up to that date. Your (including holiday pay) will be subject to tax and national insurance as normal and paidthrough PAYE.
WHERE I WORK, AGENCY STAFF ARE PAID MORE THAN FULL-TIME Your contract of employment will contain an express term specifying your rate of pay, which is a matter of agreement between you and your employer. In accepting the contract of work, you also accept the offered pay rate. As well as paying at least the National Minimum Wage rate, employers must make sure they comply with anti-discriminationlaw.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
IS MY EMPLOYER ALLOWED TO DEDUCT THE COST OF MY UNIFORM Not if doing so takes your average wages below the National Minimum Wage during each ‘pay reference period’. (The ‘pay reference period’ is a month if you are paid monthly, or if you are paid weekly, a week, or daily, a day. Your average hourly basic pay over this period must not be less than the National Minimum Wage). Any amount taken from wages to fund uniform, items of CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, IS MY EMPLOYER ALLOWED TO MONITOR MY VEHICLE? Technology increasingly allows for workplace monitoring to be extended to vehicles used by workers off-site, such as company cars or delivery vehicles. Devices can record or transmit the location of the vehicle, the distance it has covered, or information about the user's driving habits. Monitoring vehicle movements where the vehicle is allocated to a specific driver and ARE AGENCY WORKERS ENTITLED TO SICK PAY? As an agency worker, you will be entitled to Statutory Sick Pay (SSP) if: your normal weekly earnings exceed £118 a week (if your pay varies, your entitlement depends on your average pay over the previous eight weeks); and you are absent from work due to illness for at least four consecutive days (including weekends, bank holidays and days that you do not normally work). ARE AGENCY WORKERS PROTECTED FROM DISCRIMINATION Yes. Under the Equality Act 2010, you have the right not to be treated less favourably than other workers, by either the agency or hiring company, on the grounds of race, disability, sex, pregnancy/maternity, marriage/civil partnership, being transgender, sexual orientation, religious belief or age. Agency workers also have important additional rights to equal treatment under WHAT’S WRONG WITH THE GIG ECONOMY? Photo: Carl Court / Getty. As consumers, we've never had it so good. These days, you don’t have to lift a finger beyond your nearest smartphone app to have a personal shopper bring your groceries over post-haste at almost any time of day or night. DO AGENCY WORKERS GET PAID HOLIDAY? Yes. You should receive at least 5.6 weeks' paid holiday a year. In the past, some agencies tried to get round this by saying that your hourly pay rate included holiday pay and, therefore, that they did not have to give extra pay if you took leave. However, as a result of a decision by the European Court of Justice (ECJ), this practice (known as 'rolled-up pay') has beenPAY RECKONER
So, how much is that?. This form is for calculating your annual, monthly, weekly, daily and hourly rates of pay. Please only enter the values for the time you are supposed to work. WHAT IS MEANT BY CUSTOM AND PRACTICE? Some terms may be implied through custom and practice in a particular trade or with a particular employer. For example, it may become customary (over a period of time) to leave early on a Friday, or to add an extra day to a Bank Holiday. In order for an entitlement to become established by custom and practice, it must be long-standing, uninterrupted, automatically received, AM I ENTITLED TO SEE A COPY OF THE EMPLOYER'S HANDBOOK AND You are entitled by law to a written statement of particulars setting out your main terms and conditions of employment. Most of the statutory information in the statement must be contained in a single document, which you must get on or before your first day at work. Some of the information can be contained in separate documents. Information about sickness or injury absence and I HAVE HEARD THAT WORKPLACE STRESS IS VIEWED AS AN Workplace stress is certainly viewed as a major problem by employers and trade unions, and has been since the 1980s. Your employer’s duty to take reasonable care of your health and safety extends to your mental health, and this includes taking reasonable steps to combat work-related stress. The HSE approaches stress through its Management Standards for workplace stress. WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them I DON'T WORK MONDAYS. WILL I MISS OUT ON BANK HOLIDAYS You should not miss out on bank holidays. Under the Working Time Regulations, you are entitled to 5.6 weeks’ holiday a year based on your normal working week, irrespective of your normal working days. Even if your employer provides 5.6 weeks’ holiday plus bank holidays (in other words, going beyond the statutory minimum), it is against the law to treat part-time workers less SHOULD MY CONTRACT OF EMPLOYMENT SPECIFY MY TOTAL HOURS OF The written statement of employment particulars, which should be given to employees within one month of starting work, should include "details of terms and conditions of employment relating to hours of work and normal working hours." In order to avoid misunderstanding, normal hours should be specified and the policy on overtime should bemade clear.
CAN MY AGENCY CHARGE THE HIRER A 'TEMP TO PERM' FEE IF I An agency can only charge a hirer a fee where they have agreed a contract with the hirer which provides for a 'temp to perm fee' and an extended period of hire. A temp to perm fee is unenforceable unless the agency also gives the hirer an option of an extended period of hire. A hirer can also avoid paying a temp to perm fee after a certain period of time has elapsed since thePAY RECKONER
So, how much is that?. This form is for calculating your annual, monthly, weekly, daily and hourly rates of pay. Please only enter the values for the time you are supposed to work. WHAT IS MEANT BY CUSTOM AND PRACTICE? Some terms may be implied through custom and practice in a particular trade or with a particular employer. For example, it may become customary (over a period of time) to leave early on a Friday, or to add an extra day to a Bank Holiday. In order for an entitlement to become established by custom and practice, it must be long-standing, uninterrupted, automatically received, AM I ENTITLED TO SEE A COPY OF THE EMPLOYER'S HANDBOOK AND You are entitled by law to a written statement of particulars setting out your main terms and conditions of employment. Most of the statutory information in the statement must be contained in a single document, which you must get on or before your first day at work. Some of the information can be contained in separate documents. Information about sickness or injury absence and I HAVE HEARD THAT WORKPLACE STRESS IS VIEWED AS AN Workplace stress is certainly viewed as a major problem by employers and trade unions, and has been since the 1980s. Your employer’s duty to take reasonable care of your health and safety extends to your mental health, and this includes taking reasonable steps to combat work-related stress. The HSE approaches stress through its Management Standards for workplace stress. WILL I LOSE OUT ON BENEFITS IF I LEAVE MY JOB VOLUNTARILY When you leave your job, you may need to claim benefits until you find work again. Your eligibility for benefits will depend on your means and on the details of how your job ended. You are likely to be penalised by the loss of benefits for around three months if you left your last job voluntarily, unless you can show that you did so for“good reason”.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
CAN MY EMPLOYER PREVENT ME FROM SPEAKING TO MY EX As you would no longer be an employee, your former employer would be entitled to bar you from entering the premises in order to speak to your former colleagues. Of course, outside of its premises your former employer cannot prevent you meeting your ex-colleagues. Bear in mind though that, as existing employees, they have a duty of trust and confidence, which prohibits them I DON'T WORK MONDAYS. WILL I MISS OUT ON BANK HOLIDAYS You should not miss out on bank holidays. Under the Working Time Regulations, you are entitled to 5.6 weeks’ holiday a year based on your normal working week, irrespective of your normal working days. Even if your employer provides 5.6 weeks’ holiday plus bank holidays (in other words, going beyond the statutory minimum), it is against the law to treat part-time workers less SHOULD MY CONTRACT OF EMPLOYMENT SPECIFY MY TOTAL HOURS OF The written statement of employment particulars, which should be given to employees within one month of starting work, should include "details of terms and conditions of employment relating to hours of work and normal working hours." In order to avoid misunderstanding, normal hours should be specified and the policy on overtime should bemade clear.
CAN MY AGENCY CHARGE THE HIRER A 'TEMP TO PERM' FEE IF I An agency can only charge a hirer a fee where they have agreed a contract with the hirer which provides for a 'temp to perm fee' and an extended period of hire. A temp to perm fee is unenforceable unless the agency also gives the hirer an option of an extended period of hire. A hirer can also avoid paying a temp to perm fee after a certain period of time has elapsed since the WHAT PAYMENT AM I ENTITLED TO WHEN LEAVING MY JOB Normally, you would be entitled to full pay up to the effective date of termination of employment (your last day of employment), including any holiday pay for holiday you have built up but not taken, overtime, bonuses and commission earned up to that date. Your (including holiday pay) will be subject to tax and national insurance as normal and paidthrough PAYE.
WHERE I WORK, AGENCY STAFF ARE PAID MORE THAN FULL-TIME Your contract of employment will contain an express term specifying your rate of pay, which is a matter of agreement between you and your employer. In accepting the contract of work, you also accept the offered pay rate. As well as paying at least the National Minimum Wage rate, employers must make sure they comply with anti-discriminationlaw.
THERE HAS BEEN A REORGANISATION AT WORK. CAN I BE FORCED It is not unusual for workers caught up in a reorganisation to find themselves being expected to apply for a job that looks the same – or at least remarkably similar – to their existing role. Ending your employment contract is a dismissal, even if you are simultaneously offered the chance to apply for a new job very similar to your oldone.
IS MY EMPLOYER ALLOWED TO DEDUCT THE COST OF MY UNIFORM Not if doing so takes your average wages below the National Minimum Wage during each ‘pay reference period’. (The ‘pay reference period’ is a month if you are paid monthly, or if you are paid weekly, a week, or daily, a day. Your average hourly basic pay over this period must not be less than the National Minimum Wage). Any amount taken from wages to fund uniform, items of CAN MY EMPLOYER FORCE ME TO ADOPT HOMEWORKING WHEN I'D Any shift to long-term home-working requires proper consultation. For most employees, this is likely to involve a change to a core contract term — work location. Any such change should be by agreement. Issues to consider when negotiating over homeworking arrangements include: Health and safety risk assessments: all employers owe a legal duty to set up a safe system of work, IS MY EMPLOYER ALLOWED TO MONITOR MY VEHICLE? Technology increasingly allows for workplace monitoring to be extended to vehicles used by workers off-site, such as company cars or delivery vehicles. Devices can record or transmit the location of the vehicle, the distance it has covered, or information about the user's driving habits. Monitoring vehicle movements where the vehicle is allocated to a specific driver and ARE AGENCY WORKERS ENTITLED TO SICK PAY? As an agency worker, you will be entitled to Statutory Sick Pay (SSP) if: your normal weekly earnings exceed £118 a week (if your pay varies, your entitlement depends on your average pay over the previous eight weeks); and you are absent from work due to illness for at least four consecutive days (including weekends, bank holidays and days that you do not normally work). ARE AGENCY WORKERS PROTECTED FROM DISCRIMINATION Yes. Under the Equality Act 2010, you have the right not to be treated less favourably than other workers, by either the agency or hiring company, on the grounds of race, disability, sex, pregnancy/maternity, marriage/civil partnership, being transgender, sexual orientation, religious belief or age. Agency workers also have important additional rights to equal treatment under WHAT’S WRONG WITH THE GIG ECONOMY? Photo: Carl Court / Getty. As consumers, we've never had it so good. These days, you don’t have to lift a finger beyond your nearest smartphone app to have a personal shopper bring your groceries over post-haste at almost any time of day or night. DO AGENCY WORKERS GET PAID HOLIDAY? Yes. You should receive at least 5.6 weeks' paid holiday a year. In the past, some agencies tried to get round this by saying that your hourly pay rate included holiday pay and, therefore, that they did not have to give extra pay if you took leave. However, as a result of a decision by the European Court of Justice (ECJ), this practice (known as 'rolled-up pay') has beenJump to content
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