We’ve already had two calls this week asking us “Can I make my employees have a COVID vaccine?” The short answer to this is “No”. It’s also unlikely to be fair to discipline or dismiss an employee because they don’t want to be vaccinated. It would be highly unusual for any employer to force an employee to undergo a medical procedure (which is what being vaccinated amounts to). Consider also, that some employees may be unable to have the vaccine. Employers do have a duty of care to protect the health, safety and welfare of their employees and anyone visiting or affected by their business. If your risk assessment establishes that being vaccinated reduces the risk of contracting the virus, it’s reasonable to ask employees to get vaccinated. But, you can’t make employees have a COVID vaccine. Do your employees need to tell you that they’ve had a vaccination? No, they don’t. Health data is sensitive personal information. If you record that employees have been vaccinated, make sure that you collect the minimum information. Maybe restricting this to simply, have they had the vaccine, yes or no. Considering adding COVID vaccination as a contractual clause? Take care. Enforcing this change, […]
2021 is going to bring some challenges to the HR profession that are genuinely unprecedented. Brexit and Covid are wreaking change after change on UK businesses and it is our job to be prepared where we can be and agile if we can’t be prepared. Your HR policies need refreshing for 2021 to allow for that and protect the business and the rights of the staff. In this blog, we will look at three key policies that are likely to need refreshing. We are assuming that you already have these policies in place since the first lockdown. If not, it is advisable to add them to your staff handbook and inform your staff of them as soon as possible.
Every year we take a look back at our most popular HR blogs. It gives us an insight into what employers are grappling with and what advice they need. The topics in our top 5 most popular HR blogs 2020 are fairly predictable given the momentously uncertain year we’ve had with the pandemic and Brexit looming. The interest in the topics followed the issues as they were headlined during the year. Our 5th most popular HR blog, written in July 2020 at the height of uncertainty, provides guidance to anyone preparing for a redundancy consultation meeting . Our next most popular HR blog, written in June 2020, looked at alternatives to redundancy . Not yet at the peak of the employment crisis, employers were looking for things that they could do to try to limit the number of redundancies that they might have to make. The 3rd most popular HR blog, written in August 2020, considered the most awful of things. How to tell someone they are redundant . These are emotionally charged meetings for both the person giving the news and the person receiving the news. This blog gave some practical tips to reduce the distress. Our 2nd most […]
Another year has rolled by and what a year it has been. 2020 will go down in history. School children will study it. International and domestic laws will continue to be changed. New precedents have been set. The economic and social fallout will be felt for a generation. Of course, Coronavirus has been dominating the global news, but Brexit has also been on the horizon. 2020 has been an exceptionally challenging year for Metis HR clients and the Metis HR Team. Not only have businesses been struggling financially, but also from an HR perspective. Furlough, self-isolation, and social distancing have all thrown up unprecedented issues for workplaces and HR manager.
Managing disability in the workplace can be a sensitive subject and sometimes makes employers and employees feel awkward, nervous of offending, or embarrassed. It doesn’t need to, though. Sensitively managing disability in the workplace is achievable with good HR management, proper planning, and timely actions. Let’s have a look at some key areas for approaching disabilities in the workplace with sensitivity.
Are you setting up a business and looking for an HR essentials checklist? Well you have found it! This checklist details all the essential things your business needs to keep your HR function running smoothly whilst complying with employment law. It really is an essentials checklist though-there are some things that could be added to future proof your business, such as staffing plans, performance review templates, and exit interview pro formas. Don’t be fooled into thinking that just because there are a handful of staff now you don’t need all these HR essentials. You do! It is a legal requirement to have policies such as those dealing with Disciplinary and Grievance and a contract of employment. Getting the basics ready now will save you time and effort when you do expand. Do You Need Help With Your HR Essentials? Here at Metis HR, we provide outsourced HR advice and activities. Not only do we save you time and money by preparing documents for you, but we also make sure they are legal, sufficient, and tailored. Of course, you can find a generic contract of employment, staff handbook, and policies on the internet but if they don’t reflect and detail how […]
Working out how to cope with COVID at work this winter isn’t easy because the data is conflicting. Are we going to have more deaths? More illness but fewer deaths? More flu and less COVID or more COVID and less flu? With more local lockdowns happening and more schools shutting temporarily one thing’s for sure, no one knows what is going to happen. If you’re planning how to cope with COVID at work this winter, we have some tips that might help. If you have 25% absenteeism, can you still operate? What about 50%? If nothing else, the last six months have shown us some new ways of dealing with a lack of people in the workplace. Some of these plans will still work as we approach winter, some won’t. Have you done as much as you can to cross-train people to carry out multiple roles? Test this cross training by rotating people now, rather than waiting for a crisis. Because you’ll find wrinkles in the process that need sorting out and this way you’ve got time. Are your IT systems up to the job? Can people easily access the information they need to do their job and the work […]
Today marks World Suicide Awareness Day and there is a desperate need for more mental health and suicide awareness in the workplace. Every year between 5,500 and 6,000 people in Britain end their own lives. This is more than three times the number of people who die on our roads. Suicide is the leading cause of deaths in men under the age of 50 and men are 3 times more likely to commit suicide than women. Women in their early twenties are more likely to try and end their lives than other female age groups. And anyone who falls into a protected characteristic group (such as race, religion, sexual orientation etc) are also more susceptible to suicide due to possible previous experiences of bullying and harassment because of discrimination. Fortunately, this is something that most employers will never encounter. However, the potential risk of suicide is an important one and can often be linked to issues such as workplace stress, bullying or harassment. Suicide and work is a growing public health concern. There are a number of things that employers can do to try to prevent any employee feeling that they need to end their own lives. There are plenty […]
More information on the Government’s new Kick Start Scheme initiative has been launched. By offering grants, the Government’s Kick Start Scheme aims to support 16-24 year olds to gain employment experience and learn new skills. Who is eligible for the Kick Start Scheme? The 6 month placements are open to those aged 16-24 who are claiming Universal Credit and at risk of long term unemployment. They will be available across a range of different sectors in England, Scotland and Wales. The first placements are likely to be available from November. There will also be extra funding to support young people to build their experience and help them move into sustained employment after they’ve completed their Kick Start funded job. What funding will employers get? Employers will receive funding for 100% of the relevant National Minimum Wage for 25 hours a week. They’ll also get employer National Insurance contributions and employer minimum auto-enrolment pension contributions. There’s also £1,500 per job placement available for setup costs, support and training. Funding is available following a successful application process. What restrictions are there on the Scheme? Applications must be for a minimum of 30 job placements. If you’re unable to offer this many job […]