Read the full article and Marc’s comments on page 2.
 

• For employees commencing service on or after 6th April, the qualifying period for protection from unfair dismissal is two years’ continuous service (rising from the previous one year). 
• Many employers will no doubt have delayed April 1st start dates until after the Easter break, not only saving on the bank holiday days but also ensuring new starters fall under the new rules (which apply prospectively only).
• Critics predict this change will result in an increase in discrimination allegations and others not requiring a qualifying period. 
• Others view this change as positive, hoping it will offer greater flexibility to employers, for example covering 12 months (or more) of maternity leave without fear of the individual gaining unfair dismissal rights. 

TWO: Statutory payments

• On 1st April we saw the usual increases to payments for statutory maternity, adoption and maternity allowance which rose from £128.73 to £135.45 per week. 
• The statutory sick pay rate has risen to £85.85 (from £81.60) per week. 

THREE: Employment Tribunals

• Under a regime where ordinarily each party bears its own costs, this year sees an increase to the amount of costs a Tribunal can award, which has doubled to £20,000.
• The amount a Tribunal can request where a claim has little reasonable prospect of success (known as a deposit order) has risen to £1,000 (from £500).
• Generally, Tribunals appear to be more inclined to make costs awards, although in the context of the volume of cases cost awards remain relatively rare.
• There is no longer a requirement for witnesses to read out their statements in full.  Instead, these can be taken as read by the Tribunal panel, with the aim of saving time during the hearing.
• The government has removed automatic state funded expenses for witnesses and experts who provide evidence.  
• Whilst this might have an impact on the manner in which some parties run their claims, in the majority of cases it is unlikely to be significant given the usual expectation that parties are required to meet these costs in any event.

This article was prepared by Sheridans. For more information or to contact any member of the employment team please see http://www.sheridans.co.uk/

This development will not apply retrospectively and will only affect employees joining an organisation on or after 6 April 2012.  As a result some employers are acting strategically by delaying the commencement date of their new recruits until the new qualifying period comes into place.

An increase in the qualifying period for securing full employment protection will no doubt be a sigh of relief to many employers.  The hope is that it will provide organisations with greater flexibility in dismissing employees more decisively and with reduced litigation risk in the early periods of employment.

However, some commentators are less generous in their praise amidst fears that it may result in employees resorting to issuing more complicated (and financially uncapped) claims such as discrimination and whistleblowing, where no qualifying period is required.  Whether the new qualifying period will reduce employment litigation or simply shift the focus of claims remains to be seen.  However, from our own client research the appetite for change is stronger than one might think and therefore we remain hopeful that it will provide businesses with a more secure platform from which to determine the success of their recruits.

This article was prepared by Sheridans.  For more information, or to contact any member of the Sheridans Employment Team, please visit http://www.sheridans.co.uk

Colin formed plusHR Consulting in 2006 with Stuart Hearn and since then the Company has grown significantly through diversifying into HR outsourcing and technology.  The Company’s most recent growth has been achieved by contributions from Marc Bishop, Director of Reward, and Sharon Crooks, Director of Consulting.

Sharon Crooks will take over the role of HR Services Director from 1st April and will be responsible for the day to day management of the outsourcing areas of the business including HR administration, HR management, payroll and general HR services.   Sharon has worked closely with Colin and Stuart since the Company’s inception, and was appointed to the Board in 2010.    Sharon’s HR career has spanned in-house roles in the hospitality, music and f.m.c.g. sectors, including the position of HR Services Director at Diageo.

The Company is also pleased to announce that Marc Bishop will join the Board as Director of the Consulting division as from 1st April, offering both reward and HR consultancy services to clients.  Marc joined plusHR in 2010 to establish the reward offering and has had significant success in attracting new clients.  Previously Marc was owner and Managing Director of Rewarding Performing People Ltd, a successful reward consultancy, building on a career in senior reward management roles with LloydsTSB, Centrica and Reuters.

The Board of Plus HR Limited will be Colin Blears, Chairman; Marc Bishop, Director of Consultancy; Sharon Crooks, HR Services Director; and Stuart Hearn, Operations Director.  Stuart is also Commercial Director of Vaado Software Limited, a wholly-owned subsidiary of Plus HR Limited.

‘Vaado’, plusHR’s technology division will also be exhibiting at the show and can be found on stand H122.

Demonstrations and information will be available on:
• Vaado people
• Vaado performance

If you would like to make an appointment to view any of our technology products, please contact our Sales & Marketing Director, Leanne Hayward on 07557 199509 or email: leanne.h@plusHR.com

We look forward to seeing you there!

Recently, matters have been further complicated by the abolition of the Default Retirement Age. As a result, many employers have decided to operate without a retirement age which means that emphasis has been placed on using robust appraisal and capability procedures as a potentially fair way to dismiss.  If a business does not have and use these essential policies, there is a risk that it will be exposed to unfair dismissal, age and potentially even disability discrimination claims.

Although policies should be tailored to each business, as a general guide, an effective and motivating appraisal system should be based on the following:

1. Clear and achievable targets
An effective appraisal should not just assess the past but should set targets and plan for the employee’s future.  Where possible, targets should be explained so that employees understand how to achieve them and how they have been calculated.

2. Self-evaluation
Employee self-evaluation adds another dimension to the appraisal process and encourages employees to take ownership of their targets.

3.  Old news
An annual appraisal should not be the only time during the year that a manager and employee talk. Any issues of a serious nature should be discussed as and when they arise.

4.  Individuality
Employees are not all the same. They have different skills and should not be compared to each other. Any comparison may lead to resentment and rifts within the team.

5.   Timing
Unless absolutely necessary, an employee’s appraisal should not be cancelled or postponed. Not only is the employee likely to feel undervalued but it can create problems should the business subsequently need to address performance issues. 

In short, a good appraisal process achieves the balance between providing praise yet also delivering constructive criticism. Whilst achieving that balance and delivering the message is not always easy, given employees are likely to be one, if not the most important asset of the business, it is worth investing the time to get it right.

This article was prepared by Sheridans.  For more information, or to contact any member of the Sheridans Employment Team, please visit http://www.sheridans.co.uk/services/employment.asp

If you want to meet up with Leanne for a coffee and a catch up, please contact her on mobile number 07557 199509 or email leanne.h@plusHR.com

The following dates are currently available:

• Tuesday 29th May 2012, 10am

The webinar will enable you to view the flexibility and simplicity of our online performance management tool.  Vaado Performance enables your organisation to manage the employee performance and appraisal process online with ease. Vaado Performance is 100% web-based, built on the latest Microsoft Web Technologies. Our intuitive application gains instant user adoption and simplifies what can be a seen as a daunting process of performance management.

Some benefits of our performance system over paper-based forms include:

• Simple and intuitive for employees to complete
• Allows managers visibility of performance within their teams
• Encourages regular updating and reviewing of objectives and performance, as opposed to a ‘once a year’ process
• Easy to analyse data and identify trends and potential issues
• Higher completion rates
• Increased employee and organisational performance

As with all our solutions, Vaado Performance has been designed by our highly experience HR professionals rather than IT developers.  Best-of-breed functionality yet so intuitive, it hardly needs training. With full customisation and branding, Vaado co-exists with your organisation’s performance process.

Features at a glance include:

• Objective management with optional action planning and progress tracking
• Configurable performance review screens
• Personal development planning
• Informal 1:1 meetings
• Succession planning
• Intuitive user interface and dashboards
• In-depth reporting and charting with drill-down analysis
• Full audit trail
• Intelligent security
• Customisable branding
• Multi-lingual

Vaado Performance is available in a number of editions to suit the requirements of your organisation, making it affordable for all budgets. Vaado solutions can be purchased as a hosted solution (SaaS), utilising our ISO-27001/PCI compliant data-centre or as a direct installation
Vaado Performance has tiered pricing according to the number of system users, making it affordable for both large and small organisations.

Downloads
+ Vaado Performance Management factsheet
+ HarperCollins Vaado Performance Case study

Please contact our Sales & Marketing Director, Leanne Hayward on 07557 199509 or email Leanne.h@plusHR.com to book your place.

‘How does HR Outsourcing work?’ – free webinar

The following dates are currently available:

• Thursday 31st May 2012 at 10am

The webinar will cover:

• How our HR and payroll outsourcing services work
• How you retain control at all times
• The outsourcing options available to you
• The implementation process
• Typical costs and benefits

You will also hear from one of our Client HR Managers who will explain what they do and how they work with clients on a day-to-day basis.

HR outsourcing is not just about saving money.  Organisations outsource their HR and payroll to achieve a number of benefits including:

• Removing the burden of managing HR to focus on running the business
• Increased compliance and reduced risk
• Specialist expertise in HR Management, Administration, Recruitment and Payroll
• Streamlined processes through use of leading-edge HR technology
• Flexible costs – no headcount or fixed overheads

PlusHR has also created a Free Guide on how to save money by outsourcing your HR, which has been written based upon our experience of providing HR services to organisations specifically of your size.  You can also review a real life Case Study from one of our clients in the financial services sector.

Download your Free Guide & Case Study here:

+ Saving money through HR Outsourcing

+ Eiser Infrastructure HR Outsourcing

To book a place on this webinar, contact our Sales & Marketing Director, Leanne Hayward on 07557 199509 or email Leanne.h@plusHR.com