People

Our employment section contains a comprehensive list of business advice articles to help you choose and manage the right staff for your small and medium enterprise. Read on to ensure you create a productive and positive working environment.

Flexible Working, New Duty to Consider Requests from Employees for

From 6 April 2003 requests by working parents of young or disabled children to work flexibly must be considered seriously by their employers. This Factsheet provides some basic details of the legal obligations employers will have under the duty. These rights apply in England, Scotland, Wales and Northern Ireland. Although Northern Ireland has its own separate legislation, the rights apply in the same way as in the rest of the United Kingdom. Parents of children aged under six or of disabled children aged under eighteen will have the right to apply for flexible working providing they have the qualifying length of service. Employers will have a statutory duty to consider their applications seriously. This right enables mothers and fathers to request to work flexibly. It does not provide an a... »

Recruiting and employing disabled staff

Introduction to Recruiting and employing disabled staff Disabled people have abilities, skills and experience that your business can benefit from. If you make a few adjustments in your policies and at your premises, and add flexibility to work arrangements, you could potentially open up jobs to many more recruits – often at little or no cost. A disabled person is someone with a physical or mental impairment that has a substantial and long-term adverse affect on their ability to carry out normal day-to-day activities. This covers a wide range of impairments of varying type and severity, from the obvious – such as severe mobility restrictions requiring wheelchair use – to less obvious ‘invisible’ impairments like diabetes. The aim of this business guide is to he... »

Employed or self-employed?

IR56 – Employed or self-employed? A guide to employment status for tax and National Insurance Contributions Introduction This general guide to employment status for tax and National Insurance Contributions (NICs) will help in deciding whether you are an employee or self-employed. Although it is aimed at workers, it will also be useful for those who engage workers. Your employment status will affect how much tax and NICs you pay and how it will be collected. The type of National Insurance (NI) that you pay will affect some types of benefits, for example, whether you can receive Statutory Sick Pay when you are unable to work through ill health. The person you work for needs to decide your correct employment status. It is their responsibility and it is important that they get this right... »

Disability Discrimination Act – Access To Goods And Services

Making Access to Goods and Services Easier for Disabled Customers: A Practical Guide for Small Businesses and Other Service Providers Foreword by the Federation of Small Businesses “As the main organisation representing small businesses, we welcome this practical guide on making access to goods and services easier for disabled customers. Among our 160,000 members – covering all types of businesses – we know that there is an appreciation of the needs of disabled customers and a willingness to do what is practically achievable to improve both premises and service provision for all customers. This guide has been written specifically with small businesses and other small service providers in mind, and we are certain that you will find in it plenty of practical suggestions for... »

Childcare Vouchers

Childcare Vouchers – on the ascendant Designed to help working parents, childcare voucher schemes have seen a sharp rise in their profile in the benefits arena since vouchers became tax free in April 2005. Childcare vouchers are an alternate means of paying for childcare. Vouchers are provided by employers to staff and are a simple tangible way in which employers can assist employees with their childcare costs. Employers of choice have become aware of the importance of adopting family friendly policies to attract and retain staff in what is now a highly competitive job market. Staff loss through soaring childcare costs has become a major issue for industry. Losing a key member of staff can, however, impact more heavily on a smaller organisation. Recognising the difficulties being fac... »

Working Time Regulations Guide

Your Guide to the Working Time Regulations This document provides guidance on the limits on working time and the entitlements provided for in the Working Time Regulations 1998 (as amended). It gives general guidance only and should not be regarded as a complete or authoritative statement of the law. Readers should be aware that there may be developments in new legislation or case law which affect the rights of workers Who’s Who A worker is: someone who has a contract of employment, or someone who is paid a regular salary or wage and works for an organisation, business or individual. Their employer normally provides the worker with work, controls when and how the work is done, supplies them with tools and other equipment, and pays tax and National Insurance contributions. This in... »

Adoptive Parents – Rights to Leave & Pay

NEW – From April 2009, the standard rate of Statutory Maternity Pay (SMP), Statutory Adoption Pay (SAP) and Statutory Paternity Pay (SPP) in the UK increased from £117.18 per week to £123.06 per week. The Government is committed to helping working parents. Rights to leave and pay for adoptive parents have been introduced for employees whose children are placed with them on or after 6 April 2003. »

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