By Mark CoombesPosted on

This quarterly newsletter does not include any Covid-19 information as there is plenty available from the government and other sources.  Therefore, here we simply look at the other legislation updates along with information on the recent updates to the carry-over of Annual Leave.

We hope you find this newsletter informative and helpful, if you would like more information on any aspect please contact us.  Don’t forget to take a look at our website to see the full range of our services.

From basic Contracts of Employment to a fully Outsourced HR service we can help.  If you would like to know more about any of our support, consultancy, and training services, and see how we can help you, please visit our website or contact us at info@connectivebusiness.co.uk to arrange a Free no-obligation consultation.

To get the latest case law updates follow us on Twitter (@connectiveMAC)

Legislation Updates

New Immigration Laws will come into effect on 1st January 2021 meaning that to employ EU nationals currently not living in the UK after that date, a business will need a Sponsor Licence which grants a company permission to employ overseas staff (previously something only needed for non-EU workers).  The rules are also being relaxed to allow employers to employ overseas nationals with A-Level or equivalent standard skills from that date (compared to the degree level required previously when filling a vacancy).

Helpful Hints & Tips – Carry Over of Annual Leave (COVID-19)

The government have amended rules around the carry-over of annual Leave so that where it is “not reasonably practicable” for a worker to take some or all of their statutory leave entitlement as a result of the effects of COVID-19, the worker is entitled to carry forward such untaken leave into the next two leave years.  However, there are a number of aspects to be aware of with this change:

  • The new rules do not appear to be restricted to certain industries or types of workers (for example, “key workers” as previously identified by the UK government). Instead, they simply require the worker to have been prevented from taking leave because of coronavirus, including effects “on the worker, the employer or the wider economy or society”.  It is not clear how this is intended to be interpreted, but it would appear that the government has adopted a wide and inclusive approach rather than looking to restrict the application of the new rules;
  • The new rules only apply to the four weeks of statutory annual leave provided for by reg. 13 of the WTR. The additional 1.6 weeks of annual leave provided for by reg. 13A of the WTR are not covered by these changes.  Where companies provide for annual leave in excess of the statutory entitlements under the WTR, it remains at their discretion to allow carry-over of this excess;
  • The carry-over is permitted into the two leave years immediately following the leave year in which it was due to be taken;
  • The new rules also amend provisions of the WTR in respect of calculating payments in lieu of accrued but untaken annual leave on termination of employment; the new rules mean a worker can receive a payment in lieu of any of the statutory holiday they have carried over under these new rules, but have not taken at the time of termination;
  • There is now a new restriction on an employer’s right to refuse leave being taken on particular days. Ordinarily, an employer can prevent annual leave being taken at certain times if the requisite notice formalities are met.  These amendment regulations mean that an employer will only be able to require a worker not to take carried-over leave on particular days where they have a “good reason” to do so. “Good reason” for this purpose has not been defined, although genuine operational reasons are likely to be sufficient.
  • These changes are temporary emergency measures, although no time frame has been set for them ceasing to apply.

Training Events

Operational Managers are key to a Company’s success, and how they work with and manage their teams is an essential part of this.  We provide the following training courses to help Managers deal with issues and people correctly to enhance your business.

  • Managing Discipline & Grievance
  • Managers Guide to Handling Stress
  • Influencing Styles and Persuasive Negotiating
  • Managing Conflict
  • Managing Performance
  • Managing Attendance

All of our courses can be tailored to suit your exact needs and delivered at your premises if required.

More details on each of the training courses can be found on our website.

Partner Services

We have established key partnerships to enable us to provide a rounded ‘people’ solution to our clients, including:

  • Occupational Health services;
  • HR Software.
  • Health Insurance and Staff Healthcare Benefits;

 We also have a number of other Associate Partners whose services we have used ourselves and also recommend, covering:

  • Legal Services;
  • Financial Services;
  • IT services;
  • Health and Safety.

and more.  Visit our website to see full information on our partners and services.

Newsletters