At Employers Direct, we want you to know how to deal with a staff management problem before it even happens.

“If I’d already known how to deal with this, life would’ve been much easier.”

So if our advice helps one employer–it can help you, too. Here are the top three tips from this week.

One of my employees starts her maternity leave soon. What happens with her holiday allowance while she’s off work?

During maternity leave, your employee accrues her normal holiday allowance.

If she can’t take all her holidays in the current leave year because she’s on maternity leave, you have to allow her to carry it over to the next leave year.

It’s worth seeing if she’ll agree to take her holidays either straight before or straight after her maternity leave.

I plan to take on some permanent part-time staff soon. How should I treat bank holidays for them?

Even though your part-time staff work fewer hours, you should treat their bank holidays to the same standard as your full-time staff.

So, if your full-time workers get a paid day off for a bank holiday, part-time staff working that day should too.

It’s more complicated when a part-timer doesn’t work Mondays, which is when bank holidays tend to fall.

What consultation do I have to do under TUPE rules?

‘Consultation’ means talking to either employee or trade union reps to get their views on the TUPE transfer and discuss any probable changes.

Depending on the side of the transfer you’re on, you should consult with reps to reach an agreement. Don’t decide on your own preferred outcome before the consultation.

To have a meaningful consultation, start the process as early as possible—the least amount of time you should give varies between different cases.

Still need answers to your staff management questions?

Employers Direct’s team of qualified legal experts are here to solve your problem straight away.
Call us free and in confidence today on 0800 464 0976