When it comes to getting to grips with equality and discrimination, there can never be too much help at hand. Acas has just issued a new set of best practice guides which can help guide you through this tricky area.
Where a worker has been on long-term sick and hasn’t used their holiday leave, they may be able to carry it forward to the next holiday year. But does this right hinge on the employee being able to show that they weren’t able to take the leave because they were ill?
Every disciplinary situation is an exercise in fairness. There’s no room for assumption or pre-judgment. The employee must know exactly what the allegation against them is, what evidence you have, and they should have time to take it all in and prepare their response for a disciplinary hearing.
Providing the statutory or contractual minimum isn’t always enough. While it may discharge your legal duty when it comes to giving staff enough holiday leave or paying them a salary, for example, sometimes you need to go further.