Small Business owners – how to work well with freelancers
With the ongoing shift towards employers using freelancers / contractors instead of employing PAYE workers and employees in the current uncertain climate, we look at how small business owners can get the best out of their relationship with freelancers, for the benefit of both parties.
Is obesity a disability? It can be!
When considering if a worker is disabled or not – for the purposes of being covered by the Equality Act 2010 – employers must consider the impact of any physical or mental impairment on the worker’s “ability to carry out normal day-to-day activities”.
If the answer is ‘yes’ to the following points then a worker
Deciphering your legal status and IR35
IR35 – Updated 2016.
Many new freelancers and contractors may be vaguely aware of IR35, but not know when and where it applies. Before getting too intimate with the ins and outs of the IR35 legislation, the first step is to know if IR35 is even relevant to your situation.
We give you more details
Statutory Sick Pay changes could affect small employers
A major change to Statutory Sick Pay (SSP) comes into force on 6th April 2014, which will affect all employers.
Currently, under the Percentage Threshold Scheme (PTS), employers can recover SSP costs for their employees’ sickness if the total SSP paid in a tax month is more than 13% of their gross Employers’ (Class 1) National
Employing young people/school leavers
From the start of the 2013/14 Academic year the Government changed the law on how long young people are required to stay in education or training.
Raising the Participation Age‘ (RPA) means that young people must now stay in education or training longer.
‘Raising the Participation Age‘ (RPA) means that young people must now stay
Should employers fear the office Christmas party?
Your Christmas Party is normally pretty lively and good fun, but employers need to consider various factors beforehand, so there are no problems (yawn – but bear with us here!).
Unfortunately, because of various pieces of legislation, employers need to have a policy in place setting out the standards of acceptable behaviour for their workers
Trust and Confidence – what does it really mean, and what happens when it breaks down?
We look at the Implied Terms in your contract of employment that are probably not written down anywhere, but are understood to exist because of the conduct of the parties, which includes Trust and Confidence. They should be fairly obvious to both parties to the contract. If there’s nothing clearly agreed between you and your
