August 2018

Welcome

This month we would like to share with you the latest news within Cluer HR, as well as keeping you up to date with developments in the world of HR and employment law as they occur.

It’s all part of the service. We hope you find it useful. Your comments and suggestions are always welcome.

The benefits and pitfalls of employing independent contractors within the gig economy

Image credit: Plumber, Amsterdam, November 5, 1951; Photo Ben van Meerendonk / AHF, IISH Collection, Amsterdam

Following a landmark legal case for workers’ rights, freelance workers in the so-called gig economy are now expecting huge ramifications.

It’s difficult to differentiate between knowing when a self-employed contractor with no employment rights becomes an employee that is entitled to paid holiday and national minimum wage. As a result, UK employers in the gig economy are now being warned to be more cautious when hiring contractors.

But what are the benefits and pitfalls of hiring contractors?

An advantage of hiring a contractor and/or subcontractor is that they can start working at very short notice. Employers can also specify the type and duration of contract required.

At the other end of the scale, a contractor/subcontractor may also cost a business more than the equivalent daily rate for employing a permanent contract worker, which has the potential to cause workplace disputes.

Owner of Cluer HR, Kirsten Cluer, offers insight in to this topic, emphasising that employers should always take caution when weighing up the options of hiring a contractor. For the full article, see here.

Zero-hour contracts

It’s now common knowledge that zero-hour contracts are not as popular amongst businesses as they once were. A question has arisen regarding whether a zero-hours worker on a temporary (rather than permanent) contract can be an agency worker.

The issue refers to whether temporary workers are entitled to the same worker rights (i.e. working conditions) as a permanent agency worker who has been working for the same time period.

For information on a specific case, see here.

Cluer HR – Blog

Image credit: Aaron Anderer – No Bullying Allowed! – November 16

This month, we’ve given an insight into the seriousness of workplace bullying, advising on the best ways to deal with these situations.

Bullying in the workplace is more common than many people realise. It is defined as any form of abusive behaviour where an individual is left to feel intimidated or humiliated in their work environment.

Although there is no law against workplace bullying, employers do have the responsibility to ensure that the health, safety and welfare of their employees is maintained. If any employer knowingly ignores bullying cases, they can be at risk of a fine in court and will likely experience high staff turnover.

It may be necessary to offer counselling to employees who are struggling. Meanwhile, it’s a good idea to encourage positivity in the workplace and ask people to work together and support each other.

You can read the full blog post here.

Meet our HR Adviser…

We’ve also been getting busy interviewing our HR adviser, Dawn, who’s been telling us all about her role here at Cluer HR; from day-to-day tasks to the most exciting aspect of her job.

To see the full interview, click here.

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