HR and employment law advice: New year, new start

‘New year, new start’ isn’t just for individuals, many business owners also want to begin 2017 by eradicating problems and cutting wasted costs.

By Victoria Mitchell, head of employment at Farleys Solicitors.

Staff absenteeism - whether long-term, or short-term and persistent - is one major headache that many will be looking to remedy.

Absence policies and procedures Have clear policies in place to avoid ambiguity and so that staff are clear on the rules which is crucial when disciplining or terminating employment;

Contract of employment

Preventative actionEnsure its clear to staff that all absences will be assessed and monitored. Return to work meetings can be a useful tool for ensuring this is actually implemented in practice.

Investigations regarding staff absence

Medical reports Applications to a staff member’s GP seeking a medical report must be carefully drafted or these can lead to allegations of unfairness and/or discrimination.

Contact and consultation with staff

Protection from disability discriminationTake advice to understand where your business may face additional risk for staff who may have protection by way of the Equality Act 2010. Farleys’ Commercial HR & Employment law support can help you by advising your business on your legal position, options, process, tactics and strategy together with managing sickness absence and implementing all forms of employee exits.

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