By Ramadan is a holy month of fasting, where people who follow Islam will fast every day for at least 30 days from dawn to sunset. There are a number of factors that should be taken into consideration during Ramadan as it may affect each individual differently so support may need
Employment Law changes 2022
Minimum wage – 1st April 2022 From 1st April 2022 the National Minimum wage will increase, these are as follows: National Living Wage (23+) to increase from £8.91 to £9.50 National Minimum Wage (21-22) to increase from £8.36 to £9.18 National Minimum Wage (18-20) to increase from £6.56 to
Beating January Blues!
Helping your employees to beat the January Blues The dismal weather combined with struggling bank balances and weight gain after the Christmas frivolities it is hardly surprising that the most depressing day of the year falls in January – Blue Monday (this 17th), with the thought of entering another year
Birmingham Dogs Home Charity Event
This year our preferred charity was Birmingham Dogs Home, as many of you know dogs are very close to our hearts here at HELPGB! To raise funds Nicole kindly volunteered to participate in the Winter Wolf Run which took place on 6th November. The Wolf run is a 10K x-country
Employers Scarefest
Recent Tribunal rulings and statutory awards to haunt you! Flexible working – indirect discrimination A mother has recently been awarded nearly £185,000.00 by an employment tribunal after her flexible working request was denied, but why? Well, Alice Thompson put in a statutory flexible working request to work shorter hours so
Changes to The Furlough Scheme
The Coronavirus Job Retention Scheme (CJRS) also known as the furlough scheme will be changing as of 1st July 2021, what does this mean for employers? Since May 2021 eligible employers have been able to claim 80% of an employee’s wages (subject to the maximum cap) for any hours not
Covid Unfair Dismissal Claim Dismissed
Mr Rodgers v Leeds Laser Cutting An employer was recently taken to an employment tribunal for unfair dismissal after they dismissed an employee with less than two years’ service for his refusal to return to the workplace. The claimant asserted that he had concerns regarding the Company’s Covid secure measures
