INTRODUCTION
HR and employment law support for charities.
We know that working in the charity sector has its own pressures and unique HR headaches from the employment status of volunteers to employment documents needed for charity commission compliance.
Reducing expenditure and grant funding limitations can mean that charities cut staff wages and reduce benefits when necessary.
Finally, we also understand the importance of reputation to charities and the critical need to protect that reputation from social media damage. Let us help you protect your charity and ensure its future viability.
WHAT WE DO
Our solutions to recurring HR issues in Charity.
Volunteer status
- Assessment of current volunteers
- Advice on protecting volunteer status
- Draft a robust volunteer agreement
- Insurance against claims of employee status
Social media restrictions
- Assessment of current restrictions
- Advice on enhancing them
- Disclaimer wording for staffs profiles
- Implementing and monitoring staff compliance
Reducing staff costs
- Assessment of organisational structure
- Consideration of where costs can be cut
- Guidance on variations to contracts
Bespoke contracts of employment
- Review current contracts
- Inclusion of discretionary benefits
- Draft robust confidentiality clauses
- Advice on issuing to current staff
WORKING WITH US
Why work with Employment Law Solutions?
NEWS & BLOG
Read all the latest news from the Employment Law Solutions team.
Should I start making redundancies?
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
Fire and Rehire, a new Code of Practice
In one of the final Acts of the Conservative government, a Code of Practice on dismissal and re-engagement (the Code) more commonly known as “fire and rehire” was passed through Parliament and came into effect on 18 July 2024. This is a statutory code which must be taken into account but it is nowhere near as robust as the Labour Party would like (see our review of the 2024 manifesto here), we can therefore, expect to see further changes to the fire and rehire rules.
Law Change – the Employment (Allocation of Tips) Act 2023
In March 2022, the Government announced plans to introduce a law to manage tipping and ensure that workers are receiving the fruits of their labour. The Employment (Allocation of Tips) Act 2023 and its supporting Statutory Code of Practice (the Code) will come into force on 1 October 2024. So what does the new law say and how will employers be affected?