Just in case it is of use/interest, I've launched a regular employment law email newsletter. First issue went out yesterday. It's aimed at people with responsibility for staff issues.

If you'd like to be added to the mailing list or think it could be of use for someone you know, please let me know.

It's free.

Sounds good Mark. Does it cover firing children for poor chore performance?

Next issue - it's a chimney-cleaning special.

Excellent, sign me up!

Me too please. Our HR like to be behind the curve. Consistently

Many thanks, Mark

No worries, just give me an email address. Preferably one that will get to you!

Ta

How much does it cost?

^^^

I'll take one to go please Mate

PM'd email address

Whaddya mean?


I've never known a lawyer give something away!

Seriously though, nice one Mark

Yes please - pm.ed thanks

I meant to ask this last week, Emjay, but forgot...what are your thoughts on the change to the law discussed in your newsletter?

To me it seems grossly unfair to give companies 2 years to sack somebody without having to have a legitimate reason and, in the current economic climate, will surely be used by many companies to get around having to make redundancy payments.

OK, no company has a 100% record of making perfect hiring decisions and sometimes they will be over eager in taking on new staff, especially with so much uncertainty in the business world, but surely 12 months is long enough for them to realise their mistake.

There are pros and cons.

2 years was the position prior to 1996. The potential compensation since then has also rocketed from a normal maximum of about 11K to a normal maximum of about 70K.

You need 2 years to qualify for a statutory redundancy payment so no effect there.

It is not simply a negative from an employee's perspective. If you have an organisation that is in some doubt coming up to the year (for example an employee has been on maternity leave for most of it, or off sick) it means you don't just dismiss before the year in order to avoid any risk, but can give them a chance to prove their worth.

I have had situations where individuals have been dismissed coming up to the year, because a decision has had to be made, where they would not have been dismissed had there been a further year.

Exactly. If an employee is struggling steps to get rid have to be taken at month 10 to ensure he/she goes within the year, having been issued due notice. As Mark says more latitude could be given to the employee, especially if they are failing to meet the requirement, but moving towards achieving it!