Latest News

ACAS seeks views on draft flexible working code

Today, ACAS has launched a consultation on a draft Code of Practice on the extended right to request flexible working. The right to request flexible working was first introduced in April 2003 for ... more

Redundancy Pay – increased weekly pay limit

Employers considering redundancies in the near future where the termination date will be 1 February or later should take account of the increased weekly pay limit in their cost projections. The ... more

SMEs ill-equipped to deal with HR requirements

A report launched today by John O’Keefe, Commercial Director at Viking, shows that more than two-thirds of small businesses in the West Midlands believe they are not properly equipped to ... more

Extended Flexible Working Rights

Government proposals announced yesterday by Deputy Prime Minister Nick Clegg, are aimed at allowing fathers to play a greater role in raising their child, helping mothers to return to work at a ... more

National Minimum Wage Rates Update

Today sees the national minimum wage rise by 11p to £6.19, however the rate for those aged under 21 remains unchanged. There are different levels of NMW, depending on your age and whether you ... more

Auto-Enrolment – Are you ready?

Today sees the commencement of the pensions revolution which aims to compel employees to start saving for their retirement.  Companies employing more than 120,000 workers must place eligible ... more

ACAS Guidance for ‘tellers of bad news’

With the number of employers who are having to face the prospect of making staff redundant, the strain that this places on the ‘tellers’ has been recognised by ACAS. The ... more

As a small organisation employing ten people, we recognised that we needed professional HR advice to help us through transfer of our operation to a larger organisation.

We engaged Elaine Fisher of Eagle HR to guide us through the TUPE process involved in the transfer of staff and to also provide the staff with support during what we knew would be a difficult time for them.

Although we were familiar with the TUPE regulation and had access to a wide range of advisory documents, there is no doubt that without Elaine’s support, the transfer would have proved challenging for us, particularly as we were also deeply involved in agreeing the detail of the transfer at the same time.

Elaine ensured we met our responsibilities under TUPE and did not leave ourselves open to claims under the regulation. She developed a programme for us to follow and continually prompted us about the steps and actions we needed to take. She also drafted documents and letters for us where they were needed, including the schedules of staff information we were obliged to provide as part of the contract.

A major concern to us was our employees and Elaine provided support to them throughout the process. She worked with the team as a whole and individually, ensuring they understood the transfer process and what it meant for them.

Throughout the time working with Elaine and Eagle HR, it was notable that rather than simply tell us what we could and could not do, they spent time understanding what we wanted to achieve and then helped us to achieve it.

Ian Savage, Director, The Elgar Birthplace

 

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