INTRODUCTION
HR in the Public Sector.
We know that working in the public sector can be a challenge as well as a delight. From waiting for Council or Authority approval to managing equality and diversity, there are all manner of unique HR headaches. Employment Law Solutions recognise the need for collective agreement compliance to budget management – there are often many other outside factors which affect HR implementation.
Let us help you and your managers with:
- Dealing with HR issues in spite of procedural delays or requirements;
- Ensuring compliance with employment law obligations
WHAT WE DO
Our solutions to recurring HR Headaches in the Public Sector
New terms not on collective agreements
- Review of current terms
- Consideration of collective agreement
- New terms for new staff
- Compliance with all obligations
- Consultation or issuing new terms
Staff grievance
- Invitation to grievance meeting
- Help with completing the investigation
- Assessment of issues or misunderstanding of culture
- Review, decision and draft outcome
- Advice on resolutions or mediation
Budget Management and Forecasting
- Review of current staffing levels
- Quick wins to reduce headcount or hours
- Retain current staff
- Recruit effective staff
- Use of zero hours workers
Long term absence
- Invitation to welfare meeting
- Bespoke questions for meeting
- Requesting medical advice
- Invitation to formal capability meeting
- Review, decision and draft outcome
WORKING WITH US
Why work with Employment Law Solutions?
NEWS & BLOG
Read all the latest news from the Employment Law Solutions team.
Why should you use a Health & Safety consultant?
Why should you use a Health & Safety consultant? Health and Safety is essential for workplace safety the Health and Safety at Work etc Act 1974 placed a duty of care on employees to ensure that they protect the health and safety of their staff. Health and...
Law Change – the Neonatal Care (Leave and Pay) 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?
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.