Menopause in the workplace

While the responsibility does not fall on employers to prevent depression, anxiety and other mental health issues amongst their staff, those who are managing teams should be doing everything they can to ensure their work environment has adequate support structures in place to look after individuals who are facing challenges.

ACAS has put together a useful guide for addressing mental health issues in the workplace. It provides guidance on how to spot the signs of poor mental wellbeing amongst your employees, and what to do if you suspect somebody is struggling.

Click the link below for more information on your duty of care as an employer, and advice on ways you can create a safe, compassionate place of work for everyone, regardless of what they’re going through. You can also contact us for tailored suggestions and assistance with implementing new-and-improved mental health policies.

https://www.acas.org.uk/supporting-mental-health-workplace

Did any of your staff struggle to get into work at the peak of the recent fuel crisis?

Did you experience staff lateness (and perhaps even no-shows) due to blocked roads and long diversions caused by the eco-protests in recent weeks?

As an employer, you are legally within your rights to refuse to pay your employees for hours missed due to transport problems. But this is often an unpopular route to take, as your workers could argue that the situation was beyond their control.

The team here at Little Rock Employment Law can help you settle any disputes that have arisen from the recent disruption. Just as importantly, we can help you implement new lateness policies that will make everyone’s obligations and responsibilities a lot clearer moving forward.

After all, we can’t always predict what’s going to happen – but we can do our best to prepare for similar situations in the future.

Menopause and the workplace

As the taboo around this inescapable condition continues to lift, more and more business owners are beginning to understand that those going through the menopause may require additional support at work to cope with the often intense physical and mental symptoms of entering a new stage of life.

ACAS has published timely guidance to help both employers and employees manage the impact that the menopause can have on individuals in the workplace. 

If you know an employee is going through the menopause, and you want to be able to better support them, click the link below for more information on how to handle this situation in a sensitive and caring way. And if you need further help creating or implementing suitable policies to help such employees – including those relating to sickness absences, flexible working, or additional training for management – feel free to contact us.

If you yourself are suffering perimenopausal, menopausal or postmenopausal symptoms, you may also want to view ACAS’ guidance on what you can reasonably expect from your employer, including what their duty of care is by law.

 https://www.acas.org.uk/menopause-at-work

Increase in National Living wage

The government has announced it has accepted the Low Pay Commission’s recommendation of a 6.6% increase in the UK’s National Living Wage.

From next April, millions of low-paid workers over the age of 23 can expect to earn no less than £9.50 per hour. Those aged 21 to 22 will see their hourly rate increase from £8.36 to £9.18.

While this is good news for low-income earners who have been hit by rises in inflation, universal credit cuts, and spiralling energy bills in recent times, the move will inevitably impact business budgets. Companies should start planning for these financial changes to ensure their cash flow is protected when the increase comes into effect.

New rates for minimum wage

As businesses are starting to open up you will need to ensure that you are paying your employees the current minimum wage which increased in April 2021.  The Living Wage now applies to 23 years and over where before it was 25 years and over.  The new rates are:

Age                                                                 new rate

Aged 23 and above                                         £8.91
21 to 22 year old                                             £8.36
18 to 20 year old                                             £6.56
16 to 17 year old                                             £4.62
Apprentice rate                                               £4.30

Employee dismissed due to being at a Club whilst off work sick

A few weeks ago, there was case in the employment tribunal relating to an employee who was dismissed because he was off sick from work but seen at a social club drinking and smoking by a manager.  The company commenced disciplinary action against the employee and dismissed him for gross misconduct on the basis that he was not fit to work but was out socialising.  The tribunal judge decided that the employee had not been unfairly dismissed as the company disciplinary policy did not define that socialising whilst off sick was a disciplinary offence. 

There has been much debate around this case and it is not straightforward.  If an employee is off work due to long term sickness such as mental health issues or cancer then the employer cannot expect the employee to stay home and not go out. 
 
It is impractical to list every incident that may amount to gross misconduct in the company disciplinary procedure.  However, after this case, it would be useful for employers to consider if the policy requires updating. 

Furlough scheme not extended

With the news that the current coronavirus restrictions are likely to remain in place for another 4 weeks – subject to a governmental review at the start of July – the hospitality industry is bracing itself for another tough period of profit-curbing limitations.

UK Hospitality, the organisation representing the nation’s pubs, bars and restaurants, predicts that another month’s delay in the lifting of restrictions will cost the hospitality sector around £3bn in sales.

As an employer in this space, you’ll want to do everything you can to weather this next (hopefully short-lived) storm – including protecting your staff as best you can. If you’re not sure where to turn, contact our employment specialists for help navigating the latest rules and mitigating the effect the lockdown easing delay will have on your most valuable assets: your people.

Rishi Sunak has announced that the government will not be extending furlough support and business rates relief beyond the start of July, despite the delay in the easing of COVID-related restrictions here in the UK.
 
Major voices – including Ed Miliband, the shadow business secretary – have shared concerns over the fact that support packages do not now seem to be in step with public health restrictions. Many sectors, including the entertainment, arts and wedding industries, are still facing huge challenges as they are not able to trade (or trade at a profit) due to our part-opened economy.
 
If your company is continuing to be affected by lockdown measures, your next steps could make or break your business. We can provide comprehensive support at what is a crucial time for all organisations and their owners, not least those disproportionately affected by the ongoing pandemic.