The plan for paid sick leave is as follows:
· 3 sick days per calendar year in 2023;
· 5 days per calendar year in 2024;
· 7 days per calendar year in 2025;
· 10 days per calendar year in 2026.
Career cushioning
“Career cushioning” — another term borrowed from the world of dating — means cushioning for whatever comes next in the economy and job market, taking actions to keep your options open.
Career cushioning is the end of year term for 2022, in light of high profile lay-offs in the tech world and continuing worry of the cost-of-living crisis and threat of a possible recession. The worker’s reaction is to create a safety net or a back-up if it all goes wrong.
a very competitive labour market is obviously leading to this and it can be very frustrating and costly for the employer who invests time in the recruitment process and onboarding of a new hire and but only then for the potential candidate or even successful candidate cutting off all contact!
There is common mistakes and mishaps that can happen and leave an employer liable. Very often workplaces throw caution to the wind with these events but they should plan and consider, because whilst most workplace Christmas parties end up being great fun events, some things can go wrong and when they do, they can go badly wrong. So, employers need to plan properly.
The WHO predicted this peak-time summer season wave and unfortunately strategic plans have not been put in place by government to help businesses and to help employers. There needs to be a long-term plan for small businesses to able to cope with the continued shockwaves of covid. The introduction of Covid supports to Businesses now needs to be a very real consideration as the Covid impact is still there and it is eroding turnover and the bottom line,
Employees with long COVID may have a disability, so employers should consider what adjustments to duties, working from home or working hours could help them return to working or the workplace.
Two new codes of practice
1.The Code of Practice on Equal Pay provides employers, trade unions and employees with practical guidance on the right to equal pay, how to eliminate pay inequality, and how to resolve pay disputes.
2.The Code of Practice on Sexual Harassment and Harassment at Work sets out what is meant by employment-related sexual harassment and harassment and outlines how it can be prevented.
58% of women say they have experienced harassment in their workplace, 4 in 5
experienced sexualised comments being made towards them at work whilst 3 out of 4 say
they are not confident that they will not experience harassment in the future.
The GDPR issue with regard not being allowed to ask, learn or disclose vaccination status of employees is particularly awkward and almost conflicts with the safety, health and welfare act. But the pandemic has thrown up some confusing and difficult situations and it is no different when it comes to workplace relations and employment law.
