Advisor on all aspects of HR and employment law.
I am a partner in the employment and pensions team. I support a range of not-for-profit, charitable and commercial organisations providing complex and strategic advice to HR directors and senior executive teams. I have particular interest supporting health and social care sector. I am approachable and quickly build strong relationships with clients, who say I am ‘pragmatic’ and provide them with ‘business-focused solutions’.
I regularly provide strategic support with changing terms and conditions, TUPE, the National Minimum Wage, and complex employee relations issues including whistle blowing and discrimination allegations as well as senior executive departures. I have recently supported the United Kingdom Homecare Association, National Care Forum and Voluntary Organisations Disability Group with addressing the social care sector specific National Minimum Wage issues, in relation to sleep-ins and travel time. I also represent clients in employment tribunal proceedings.
The European Court of Justice (ECJ) has given a Judgement in Ville de Nivelles v Matzak on whether stand-by time constitutes working time under the Working Time Directives.
Employers are having to walk a fine line between protecting their interests whilst also ensuring that they are not breaching their employees’ rights.
People have been pledging New Year resolutions for thousands of years, with Britons top three resolutions apparently repeatedly being: lose weight, exercise more, and save more money. As we enter 2018 however, what should the HR professional be planning for in the year ahead?
The Regulations apply to “workers” which includes employees, temporary workers and freelancers, but not the self-employed genuinely pursuing a business activity on their own account.
Under the UK legislation, a dismissal for misconduct will be unfair unless at the time of dismissal: The employer believed the employee to be guilty of misconduct.
Providers will be hoping that the Government’s acceptance that previous guidance was misleading, as per the 26 July 2017 announcement, means that they will not need to repay alleged before February 2015.
As employer pension contributions are not received directly by an employee but paid into a pension fund, it has been established practice to exclude such payments from the calculation of a week’s pay (for example when calculating statutory redundancy pay or holiday pay).
Background As most providers will be aware for many years and, in particular, since late 2013, there has been much confusion over the legal requirements to ensure that workers are being paid the appropriate wage for sleep-ins.
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