With working from home becoming the norm due to the recent COVID19 outbreak, we at Harries HR suggest some top tips for staying motivated and productive while self-isolating.
Tip 1- Create a clearly defined work space. This can be set up at the start of your working day on your kitchen table or in a designated area of your living room. Try to keep in mind display screen equipment (DSE) workstation recommendations when creating your work area to minimise repetitive strain or other injuries.
Tip 2– Prepare a to do list with key tasks for completion every day.
There is so much information dotted around about the support available further to the Coronavirus pandemic. Below is a summary and links to gain further details for your particular situation.
- Retail, hospitality and leisure industries – no rates for 20-21.
- Do nothing, you will be contacted by your local council.
- Retail, hospitality and leisure industries – cash grants.
- Rateable value up to £15000 - £10000 grant
- Rateable value between £15001 and £51000 - £25000 grant
COVID-19, The Employers duties and obligations in respect of the Coronavirus
The current hot topic of discussion dominating the news is the Coronavirus. But what do employers need to consider and prepare for in the event of an employee or worker traveling to and from a specified area, contracting the virus or is suspected of having the virus?
Under the duty to ensure the health and safety of employees and to provide a safe place and system of work employers have the responsibility to seriously assess the risks associated with the spread of the virus.
With the deadline to Brexit swiftly approaching many of our
clients are asking…
“What affect will this have on EU nationals currently
working in the UK?”
The UK as we all know is due to leave the EU on the 31
January 2020, and now that the withdrawal Bill has passed a vote in the House
of Commons it is now very likely that the UKWILLindeed leave the EU on the 31/01/2020.
There is a
transition period in place which ends on the 31 December 2020.
So, what does this mean for our EU workers?
IR35 relates to the situation where a worker (example a
contractor, freelancer or consultant) supplies their services to a Company via
an intermediary (i.e. the individual's own personal service company).
IR35 is also known as the off-payroll working rules and the
"IR35" refers to the number of the original HM Revenue
and Customs press statement about the rules.
The IR35 rules are aimed at preventing tax avoidance where a
worker is engaged through an intermediary.
The HR round up for 2019.... and what's to come for 2020!
2018 brought us some fundamental employment law changes and 2019 has been no different.
In 2018 we saw changes to occupational pensions revaluation rate, national minimum wage rises, increases to SSP, SMP and all family related pay rates and a change to tax treatment of payments made in lieu of notice. But one of the most talked about changes was the implementation of the General Data Protection Regulation 2016 which came into force on the 25th May 2018.
The phenomenon that isBODYGUARDcharting the relationship
between a personal protection officer (PPO) David Budd and Home Secretary Julia
Montague raises some key HR questions about personal relationships within the
In the situation between Budd and
Montague, the main challenge and concern is not just due to Montague’s profile and
important position within the government; but also due to her seniority.
It is vital that Organisations have
a clear code of conduct policy in place covering relationships at work.
The Government's National Living Wage was introduced on 1 April 2016 for all working people aged 25 and over, and is currently set at £7.20 per hour. In April 2017 it will go up to £7.50. The current National Minimum Wage for those under the age of 25 still applies.
- Most workers over school leaving age will be entitled to receive the NMW.
- The NMW /NLW rate is reviewed annually by the Low Pay Commission.
- HM Revenue & Customs (HRMC) can take employers to court for not paying the NMW/NLW.
October often brings exciting occasions and events including Halloween. However it also brings changes to the world of employment law.
As such employers should be aware of the following changes that are now in force:
1. Increase in the National Minimum Wage
Age Previous NMW NMW from 1.10.15
(per hour) (per hour)
As the Conservative Party conference in Manchester commenced this week, Chancellor George Osborne made his announcement proposing shared parental leave be extended to working grandparents.
Currently, the employee and the other parent are jointly entitled to a maximum of 50 weeks of SPL between them, subject to satisfying the eligibility conditions for entitlement to SPL. All of the 52 weeks of maternity leave, except the two-week period of compulsory maternity leave after birth, are available for sharing between both parents as SPL, less the weeks spent by the child's mother on maternity leave.