Symfony Profiler

[
  "article" => App\Entity\News {#3020
    +imageUpload: null
    -id: 10
    -excerpt: "<p>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim was brought against you.</p>"
    -publishDate: DateTime @1724838120 {#3024
      date: 2024-08-28 10:42:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
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    -featuredOnNewsPage: true
    -featuredInWisdomComponent: true
    -slug: "employment-law-protection-for-your-company"
    -title: "Employment Law Protection for your Company"
    -content: """
      <h2>Is your business prepared?</h2>\r\n
      <p><strong>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim were brought against you.&nbsp;</strong></p>\r\n
      <p>Are you protected and what might your legal bills look like?</p>\r\n
      <h3>A ‘Perfect Storm’:</h3>\r\n
      <p>It may sound like something that will never happen to you and your business but there is quite a ‘perfect storm’ brewing at the moment. </p>\r\n
      <p>For example, the new government is looking to make it a ‘day one’ right for an employee to make an Employment Tribunal claim; this is likely to increase the chance of a claim being brought against many businesses.</p>\r\n
      <p>In addition, we are seeing a rise in businesses requiring staff to return to the office and this is causing some friction, resulting in an uptick in claims being instigated.</p>\r\n
      <p>It is currently free for an employee to bring an Employment Tribunal claim against you, even if you have done everything correctly, your defence might be robust enough to win your case but you still need to pay to defend any such claims, which can leave you with legal bills costing thousands just to demonstrate you were correct in the first place.</p>\r\n
      <p>This is very unsatisfying, and quite rightly so, for business owners.</p>\r\n
      <h3>The cost:</h3>\r\n
      <p>A claim could mean you face thousands of pounds in legal costs with a protracted, expensive case to defend. As of Apr 2024, the maximum tribunal award for an unfair dismissal is 12 months’ wages with a cap of £115,115 (increased recently from £105,707).</p>\r\n
      <p>Did you know that the national average cost of defending an Employment Tribunal is approximately £8,500?</p>\r\n
      <p>It’s a costly affair that you can mitigate.</p>\r\n
      <h3>Safeguard your business:</h3>\r\n
      <p>Luckily, there are ways you can insulate yourself from damage.</p>\r\n
      <p>One way you can secure your business is by obtaining <strong>Employment Disputes Insurance cover</strong> from Albion Legal.</p>\r\n
      <p>This is an insurance policy specifically designed for businesses to protect themselves from damaging claims.</p>\r\n
      <p>We have recently been approved on the panel of Albion Legal to provide legal services in defending claims for insured clients. </p>\r\n
      <p>This means that our team who have supported you with the case before it reached a claim, are now able to support you in defending any claims without you having to instruct a costly solicitor by the hour; out of your own pocket.</p>\r\n
      <p><strong>Employment Disputes Insurance policy </strong>provides:</p>\r\n
      <table> <tbody> <tr> <td> <p>Insurance cover against tribunal claims, fees, awards or settlements.</p> </td> <td> <p>Flexible employment risk management with a budgeted annual cost.</p> </td> <td> <p>Cover to minimise your exposure to unexpected financial loss.</p> </td> </tr> </tbody> </table>\r\n
      <p><strong>Key benefits:</strong></p>\r\n
      <ul> <li>Includes cover for legal fees, awards and settlements</li> <li>Policy triggers at ACAS Conciliation stage and provides cover for the duration of the claim</li> <li>Bespoke cover structured to the specific needs of your business.</li> <li>Your advisor is fully authorised to handle your claims through a special arrangement with the Insurers</li> <li>Premium and fee instalment facilities are available.</li> </ul>\r\n
      <p><strong>With cover in place, you need not worry about a potential tribunal and the headache, expense and challenges of defending it.</strong></p>\r\n
      <p><strong>If you would like to find out more, please contact the Taurus HR Solutions team on 0330 043 0897.</strong></p>
      """
    -subtitle: null
    -metaTitle: "Employment Law Protection for your Company"
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    -image: "employment-law-protection.jpg"
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      date: 2024-08-28 10:42:37.0 Europe/London (+01:00)
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      date: 2025-09-17 15:06:26.0 Europe/London (+01:00)
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]

App\Twig\Components\FeaturedNewsArticle {#3264
  +article: App\Entity\News {#3020
    +imageUpload: null
    -id: 10
    -excerpt: "<p>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim was brought against you.</p>"
    -publishDate: DateTime @1724838120 {#3024
      date: 2024-08-28 10:42:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
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    -featuredOnNewsPage: true
    -featuredInWisdomComponent: true
    -slug: "employment-law-protection-for-your-company"
    -title: "Employment Law Protection for your Company"
    -content: """
      <h2>Is your business prepared?</h2>\r\n
      <p><strong>If you are a business owner in the current climate, it really is worth reflecting on what you would do if an Employment Tribunal claim were brought against you.&nbsp;</strong></p>\r\n
      <p>Are you protected and what might your legal bills look like?</p>\r\n
      <h3>A ‘Perfect Storm’:</h3>\r\n
      <p>It may sound like something that will never happen to you and your business but there is quite a ‘perfect storm’ brewing at the moment. </p>\r\n
      <p>For example, the new government is looking to make it a ‘day one’ right for an employee to make an Employment Tribunal claim; this is likely to increase the chance of a claim being brought against many businesses.</p>\r\n
      <p>In addition, we are seeing a rise in businesses requiring staff to return to the office and this is causing some friction, resulting in an uptick in claims being instigated.</p>\r\n
      <p>It is currently free for an employee to bring an Employment Tribunal claim against you, even if you have done everything correctly, your defence might be robust enough to win your case but you still need to pay to defend any such claims, which can leave you with legal bills costing thousands just to demonstrate you were correct in the first place.</p>\r\n
      <p>This is very unsatisfying, and quite rightly so, for business owners.</p>\r\n
      <h3>The cost:</h3>\r\n
      <p>A claim could mean you face thousands of pounds in legal costs with a protracted, expensive case to defend. As of Apr 2024, the maximum tribunal award for an unfair dismissal is 12 months’ wages with a cap of £115,115 (increased recently from £105,707).</p>\r\n
      <p>Did you know that the national average cost of defending an Employment Tribunal is approximately £8,500?</p>\r\n
      <p>It’s a costly affair that you can mitigate.</p>\r\n
      <h3>Safeguard your business:</h3>\r\n
      <p>Luckily, there are ways you can insulate yourself from damage.</p>\r\n
      <p>One way you can secure your business is by obtaining <strong>Employment Disputes Insurance cover</strong> from Albion Legal.</p>\r\n
      <p>This is an insurance policy specifically designed for businesses to protect themselves from damaging claims.</p>\r\n
      <p>We have recently been approved on the panel of Albion Legal to provide legal services in defending claims for insured clients. </p>\r\n
      <p>This means that our team who have supported you with the case before it reached a claim, are now able to support you in defending any claims without you having to instruct a costly solicitor by the hour; out of your own pocket.</p>\r\n
      <p><strong>Employment Disputes Insurance policy </strong>provides:</p>\r\n
      <table> <tbody> <tr> <td> <p>Insurance cover against tribunal claims, fees, awards or settlements.</p> </td> <td> <p>Flexible employment risk management with a budgeted annual cost.</p> </td> <td> <p>Cover to minimise your exposure to unexpected financial loss.</p> </td> </tr> </tbody> </table>\r\n
      <p><strong>Key benefits:</strong></p>\r\n
      <ul> <li>Includes cover for legal fees, awards and settlements</li> <li>Policy triggers at ACAS Conciliation stage and provides cover for the duration of the claim</li> <li>Bespoke cover structured to the specific needs of your business.</li> <li>Your advisor is fully authorised to handle your claims through a special arrangement with the Insurers</li> <li>Premium and fee instalment facilities are available.</li> </ul>\r\n
      <p><strong>With cover in place, you need not worry about a potential tribunal and the headache, expense and challenges of defending it.</strong></p>\r\n
      <p><strong>If you would like to find out more, please contact the Taurus HR Solutions team on 0330 043 0897.</strong></p>
      """
    -subtitle: null
    -metaTitle: "Employment Law Protection for your Company"
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      date: 2025-09-17 15:06:26.0 Europe/London (+01:00)
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}

[
  "article" => App\Entity\News {#3247
    +imageUpload: null
    -id: 17
    -excerpt: "<p>It’s the season to be jolly, and how much more festive can you be than throwing a party for all of your staff? &nbsp;We look at the duty on employers, and what happens when it goes wrong.</p>"
    -publishDate: DateTime @1670875620 {#3190
      date: 2022-12-12 20:07:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "current-issues-from-the-employment-world"
    -title: "Current issues from the employment world"
    -content: """
      <p>It’s the season to be jolly, and how much more festive can you be than throwing a party for all of your staff? Even if the party isn’t a ‘Christmas’ one, many businesses are choosing to celebrate ‘post-COVID’ with celebrations to thank staff for their efforts. Here, we look at the duty on employers, and what happens when it goes wrong.</p>\r\n
      <h3>Vicarious liability</h3>\r\n
      <p>The principle of vicarious liability is that an employer is held responsible for the acts of its employees when they are acting ‘in the course of employment’. The test used by the courts is two-fold: </p>\r\n
      <ol> <li>Is the relationship between the wrongdoer and the party alleged to be liable capable of giving rise to vicarious liability? If so,</li> <li>Is there a sufficiently close connection between the actions and the employment insofar that it will be fair and just to hold the employer vicariously liable?</li> </ol>\r\n
      <p>For example, an employer can be vicariously liable for an employee’s acts of discrimination or harassment which take place ‘in the course of employment’ unless the employer has taken all reasonable steps to prevent that kind of discrimination occurring. An employer must be proactive in this respect, as any failure to identify and guard against this kind of behaviour can come back to bite them.</p>\r\n
      <p>The development of the ‘close connection’ test is making it increasingly difficult for employers to avoid a finding of vicarious liability.</p>\r\n
      <p><strong>The main legal issues you need to be aware of are:</strong></p>\r\n
      <ul> <li>health and safety legislation</li> <li>common law duty of care</li> <li>discrimination and harassment</li> </ul>\r\n
      <h3>Case in Focus</h3>\r\n
      <p><strong>Bellman v Northampton Recruitment Ltd</strong></p>\r\n
      <p>Mr Bellman worked as a sales manager for Northampton Recruitment.</p>\r\n
      <p>In December 2011 NR held its Christmas party at a local golf club. Most of the employees and their partners and a few guests attended. A substantial amount of alcohol was consumed by all.</p>\r\n
      <p>As the party was finishing, around midnight, the Managing Director of Northampton Recruitment – Mr Major – decided to lecture staff. His lecturing included telling staff that he was the boss, and he could do what he liked.</p>\r\n
      <p>Mr Bellman questioned Mr Major’s decisions, which Mr Major took offence to, so he hit Mr Bellman twice, knowing him out. Mr Bellman hit the floor upon being knocked out, and suffered traumatic and life-changing brain injuries.</p>\r\n
      <p>Mr Bellman sued Northampton Recruitment claiming it was vicariously liable for Mr Major’s assault on him. At first, the High Court dismissed his claim, finding that it was a ‘personal choice’ to consume more alcohol, long after work had ended.</p>\r\n
      <p>However, Mr Bellman appealed this decision, arguing that Mr Major’s job had not been taken into account and that there was sufficiently close connection.</p>\r\n
      <p>The Court of Appeal agreed with Mr Bellman – it found that Mr Major’s position of seniority was a significant factor. He was in a position where he could dominate and re-assert his authority whenever he liked. Consequently, it found in Mr Bellman’s favour.</p>\r\n
      <h3>Food For Thought</h3>\r\n
      <p>Whilst throwing a party for staff may seem like a lovely idea, which it is, there are some practical considerations employers should think about before the party goes ahead. These include:</p>\r\n
      <h3>And Finally</h3>\r\n
      <p>Enjoy the upcoming festive season and don’t let cases like this put you off – with the right safeguards and controls in place you can still enjoy a celebration.</p>\r\n
      <p>If you would like any assistance with reviewing any current policies or guidance you have in this regard, <a href="mailto:ruthcornish@amelore.com">please get in touch</a>. If you are a retained client please contact us in the usual way.</p>
      """
    -subtitle: null
    -metaTitle: "Monthly updates on current issues from the employment world | Taurus HR Solutions"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "monthly-updates.jpg"
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      date: 2025-09-03 12:20:42.0 Europe/London (+01:00)
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]

App\Twig\Components\NewsThumbnail {#3631
  +article: App\Entity\News {#3247
    +imageUpload: null
    -id: 17
    -excerpt: "<p>It’s the season to be jolly, and how much more festive can you be than throwing a party for all of your staff? &nbsp;We look at the duty on employers, and what happens when it goes wrong.</p>"
    -publishDate: DateTime @1670875620 {#3190
      date: 2022-12-12 20:07:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "current-issues-from-the-employment-world"
    -title: "Current issues from the employment world"
    -content: """
      <p>It’s the season to be jolly, and how much more festive can you be than throwing a party for all of your staff? Even if the party isn’t a ‘Christmas’ one, many businesses are choosing to celebrate ‘post-COVID’ with celebrations to thank staff for their efforts. Here, we look at the duty on employers, and what happens when it goes wrong.</p>\r\n
      <h3>Vicarious liability</h3>\r\n
      <p>The principle of vicarious liability is that an employer is held responsible for the acts of its employees when they are acting ‘in the course of employment’. The test used by the courts is two-fold: </p>\r\n
      <ol> <li>Is the relationship between the wrongdoer and the party alleged to be liable capable of giving rise to vicarious liability? If so,</li> <li>Is there a sufficiently close connection between the actions and the employment insofar that it will be fair and just to hold the employer vicariously liable?</li> </ol>\r\n
      <p>For example, an employer can be vicariously liable for an employee’s acts of discrimination or harassment which take place ‘in the course of employment’ unless the employer has taken all reasonable steps to prevent that kind of discrimination occurring. An employer must be proactive in this respect, as any failure to identify and guard against this kind of behaviour can come back to bite them.</p>\r\n
      <p>The development of the ‘close connection’ test is making it increasingly difficult for employers to avoid a finding of vicarious liability.</p>\r\n
      <p><strong>The main legal issues you need to be aware of are:</strong></p>\r\n
      <ul> <li>health and safety legislation</li> <li>common law duty of care</li> <li>discrimination and harassment</li> </ul>\r\n
      <h3>Case in Focus</h3>\r\n
      <p><strong>Bellman v Northampton Recruitment Ltd</strong></p>\r\n
      <p>Mr Bellman worked as a sales manager for Northampton Recruitment.</p>\r\n
      <p>In December 2011 NR held its Christmas party at a local golf club. Most of the employees and their partners and a few guests attended. A substantial amount of alcohol was consumed by all.</p>\r\n
      <p>As the party was finishing, around midnight, the Managing Director of Northampton Recruitment – Mr Major – decided to lecture staff. His lecturing included telling staff that he was the boss, and he could do what he liked.</p>\r\n
      <p>Mr Bellman questioned Mr Major’s decisions, which Mr Major took offence to, so he hit Mr Bellman twice, knowing him out. Mr Bellman hit the floor upon being knocked out, and suffered traumatic and life-changing brain injuries.</p>\r\n
      <p>Mr Bellman sued Northampton Recruitment claiming it was vicariously liable for Mr Major’s assault on him. At first, the High Court dismissed his claim, finding that it was a ‘personal choice’ to consume more alcohol, long after work had ended.</p>\r\n
      <p>However, Mr Bellman appealed this decision, arguing that Mr Major’s job had not been taken into account and that there was sufficiently close connection.</p>\r\n
      <p>The Court of Appeal agreed with Mr Bellman – it found that Mr Major’s position of seniority was a significant factor. He was in a position where he could dominate and re-assert his authority whenever he liked. Consequently, it found in Mr Bellman’s favour.</p>\r\n
      <h3>Food For Thought</h3>\r\n
      <p>Whilst throwing a party for staff may seem like a lovely idea, which it is, there are some practical considerations employers should think about before the party goes ahead. These include:</p>\r\n
      <h3>And Finally</h3>\r\n
      <p>Enjoy the upcoming festive season and don’t let cases like this put you off – with the right safeguards and controls in place you can still enjoy a celebration.</p>\r\n
      <p>If you would like any assistance with reviewing any current policies or guidance you have in this regard, <a href="mailto:ruthcornish@amelore.com">please get in touch</a>. If you are a retained client please contact us in the usual way.</p>
      """
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    -metaTitle: "Monthly updates on current issues from the employment world | Taurus HR Solutions"
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      date: 2025-09-03 12:20:42.0 Europe/London (+01:00)
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}

[
  "article" => App\Entity\News {#3250
    +imageUpload: null
    -id: 22
    -excerpt: "<p>Many employees have statutory rights when it comes to redundancy, and one of those rightsis the right not to be unfairly dismissed.</p>"
    -publishDate: DateTime @1670240100 {#3232
      date: 2022-12-05 11:35:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "redundancies"
    -title: "Redundancies"
    -content: """
      <h2>Many employees have statutory rights when it comes to redundancy</h2>\r\n
      <p><strong>One of those rights is the right <em>not</em> to be unfairly dismissed (I say may, because there are factors such as length of service to take into account).</strong></p>\r\n
      <p>Even if the decision to dismiss <em>may</em> be the right one, you still have to follow a fair process.</p>\r\n
      <p>An alternative to this will involve you buying your way out of this, reaching an agreement, so on and so forth.</p>\r\n
      <p>To add another layer of complication, where the redundancies involve larger numbers - 20 or more - there are additional notification requirements (a criminal offence for non-compliance!) and additional steps to follow, which may involve nominating representatives.</p>\r\n
      <p>This won't typically affect smaller businesses, except in limited circumstances, but the principles of fairness <em>do</em> apply, even if you are considering making one person redundant. How do you conduct a redundancy process fairly? You must keep the following four things in mind:</p>\r\n
      <ul><li>Is it a genuine redundancy?</li><li>Has there been adequate and meaningful consultation?</li><li>Was the selection for redundancy fair?</li><li>Has alternative employment been considered?</li></ul>\r\n
      <p>Importantly, and often overlooked, is the very human and personal side of such a process. Once you're satisfied you've complied legally, how do you make the process one which allows the employee who is leaving to a) leave with a positive view of the business and b) be successful in a new role as quickly as possible? I have lots of experience in this, and have had to go through this process myself as an operations manager, so what I advise is <em>always&nbsp;</em>practical.</p>\r\n
      <p>If you want to pick my brains on this, then get in touch.</p>\r\n
      <p>Call: 07583 016291<br>Emai: laura@taurushr.co.uk</p>
      """
    -subtitle: null
    -metaTitle: "Statutory rights when it comes to redundancy"
    -metaDescription: null
    #active: true
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    -image: "redundancies.jpg"
    #createdAt: DateTime @1670240155 {#3128
      date: 2022-12-05 11:35:55.0 Europe/London (+00:00)
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      date: 2025-09-17 15:09:17.0 Europe/London (+01:00)
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]

App\Twig\Components\NewsThumbnail {#3605
  +article: App\Entity\News {#3250
    +imageUpload: null
    -id: 22
    -excerpt: "<p>Many employees have statutory rights when it comes to redundancy, and one of those rightsis the right not to be unfairly dismissed.</p>"
    -publishDate: DateTime @1670240100 {#3232
      date: 2022-12-05 11:35:00.0 Europe/London (+00:00)
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    -thumbnail: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "redundancies"
    -title: "Redundancies"
    -content: """
      <h2>Many employees have statutory rights when it comes to redundancy</h2>\r\n
      <p><strong>One of those rights is the right <em>not</em> to be unfairly dismissed (I say may, because there are factors such as length of service to take into account).</strong></p>\r\n
      <p>Even if the decision to dismiss <em>may</em> be the right one, you still have to follow a fair process.</p>\r\n
      <p>An alternative to this will involve you buying your way out of this, reaching an agreement, so on and so forth.</p>\r\n
      <p>To add another layer of complication, where the redundancies involve larger numbers - 20 or more - there are additional notification requirements (a criminal offence for non-compliance!) and additional steps to follow, which may involve nominating representatives.</p>\r\n
      <p>This won't typically affect smaller businesses, except in limited circumstances, but the principles of fairness <em>do</em> apply, even if you are considering making one person redundant. How do you conduct a redundancy process fairly? You must keep the following four things in mind:</p>\r\n
      <ul><li>Is it a genuine redundancy?</li><li>Has there been adequate and meaningful consultation?</li><li>Was the selection for redundancy fair?</li><li>Has alternative employment been considered?</li></ul>\r\n
      <p>Importantly, and often overlooked, is the very human and personal side of such a process. Once you're satisfied you've complied legally, how do you make the process one which allows the employee who is leaving to a) leave with a positive view of the business and b) be successful in a new role as quickly as possible? I have lots of experience in this, and have had to go through this process myself as an operations manager, so what I advise is <em>always&nbsp;</em>practical.</p>\r\n
      <p>If you want to pick my brains on this, then get in touch.</p>\r\n
      <p>Call: 07583 016291<br>Emai: laura@taurushr.co.uk</p>
      """
    -subtitle: null
    -metaTitle: "Statutory rights when it comes to redundancy"
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      date: 2025-09-17 15:09:17.0 Europe/London (+01:00)
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}

[
  "article" => App\Entity\News {#3256
    +imageUpload: null
    -id: 23
    -excerpt: "<p>The Information Commissioner’s Office (ICO) has published a report to Parliament about the use of private correspondence channels for government communications.</p>"
    -publishDate: DateTime @1669628220 {#3258
      date: 2022-11-28 09:37:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
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    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "social-media"
    -title: "Social Media"
    -content: """
      <h3>The Information Commissioner’s Office (ICO) has published a report to Parliament about the use of private correspondence channels for government communications.</h3>\r\n
      <p><strong>It found that private channels, such as WhatsApp, SMS text message, and private email were used extensively by ministers, officials and staff at the Department of Health and Social Care (DHSC) to conduct official business during the pandemic.</strong></p>\r\n
      <p>Unsurprisingly, there may well have been risks to personal and private data as a result of doing this, without the right controls in place, and this was found to be a breach of the GDPR.</p>\r\n
      <p>In practical terms, it is very common for employees to have work-related discussions over social media, inadvertently falling foul of the rules, some businesses simply don't have any controls in place (common for small businesses) or any policies to set expectations in how and where business should be conducted.</p>\r\n
      <p>As an employer, you should make it easy for employees to discuss work-related matters through your devices, systems and communication channels - the easier it is the less likely it is that any breaches will happen.</p>\r\n
      <p>I've seen some really embarrassing and unprofessional conversational threads in my time.</p>\r\n
      <p>Perhaps now is the time for a social media policy review?</p>\r\n
      <p>I'm here to help:<br>☎ 07583016291<br>💻 <a href="mailto:laura@taurushr.co.uk">laura@taurushr.co.uk</a></p>
      """
    -subtitle: null
    -metaTitle: "Using social media for Government communications"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "social-media.jpg"
    #createdAt: DateTime @1669628225 {#3183
      date: 2022-11-28 09:37:05.0 Europe/London (+00:00)
    }
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      date: 2025-09-17 15:08:50.0 Europe/London (+01:00)
    }
    -locale: null
  }
]

App\Twig\Components\NewsThumbnail {#3642
  +article: App\Entity\News {#3256
    +imageUpload: null
    -id: 23
    -excerpt: "<p>The Information Commissioner’s Office (ICO) has published a report to Parliament about the use of private correspondence channels for government communications.</p>"
    -publishDate: DateTime @1669628220 {#3258
      date: 2022-11-28 09:37:00.0 Europe/London (+00:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "social-media"
    -title: "Social Media"
    -content: """
      <h3>The Information Commissioner’s Office (ICO) has published a report to Parliament about the use of private correspondence channels for government communications.</h3>\r\n
      <p><strong>It found that private channels, such as WhatsApp, SMS text message, and private email were used extensively by ministers, officials and staff at the Department of Health and Social Care (DHSC) to conduct official business during the pandemic.</strong></p>\r\n
      <p>Unsurprisingly, there may well have been risks to personal and private data as a result of doing this, without the right controls in place, and this was found to be a breach of the GDPR.</p>\r\n
      <p>In practical terms, it is very common for employees to have work-related discussions over social media, inadvertently falling foul of the rules, some businesses simply don't have any controls in place (common for small businesses) or any policies to set expectations in how and where business should be conducted.</p>\r\n
      <p>As an employer, you should make it easy for employees to discuss work-related matters through your devices, systems and communication channels - the easier it is the less likely it is that any breaches will happen.</p>\r\n
      <p>I've seen some really embarrassing and unprofessional conversational threads in my time.</p>\r\n
      <p>Perhaps now is the time for a social media policy review?</p>\r\n
      <p>I'm here to help:<br>☎ 07583016291<br>💻 <a href="mailto:laura@taurushr.co.uk">laura@taurushr.co.uk</a></p>
      """
    -subtitle: null
    -metaTitle: "Using social media for Government communications"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "social-media.jpg"
    #createdAt: DateTime @1669628225 {#3183
      date: 2022-11-28 09:37:05.0 Europe/London (+00:00)
    }
    #updatedAt: DateTime @1758118130 {#3189
      date: 2025-09-17 15:08:50.0 Europe/London (+01:00)
    }
    -locale: null
  }
}

[
  "article" => App\Entity\News {#3193
    +imageUpload: null
    -id: 29
    -excerpt: "<p>HR is an essential function within any business and no matter how large or small your company may be or which sector you operate in.</p>"
    -publishDate: DateTime @1664346840 {#3201
      date: 2022-09-28 07:34:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "why-use-an-outsourced-hr-consultant"
    -title: "Why use an outsourced HR consultant?"
    -content: """
      <p>HR is an essential function within any business and no matter how large or small your company may be or which sector you operate in – a dedicated HR consultant in Yorkshire, for example, can really make things easy for you – thus, leaving you a lot more time and energy to focus on core areas of the business.</p>\r\n
      <h3> Is it better to work with an outsourced HR consultant in Lincolnshire? </h3>\r\n
      <p>The HR department in any business acts as a critical link in the chain, carrying out key functions related to recruitment, training, development, performance, etc. </p>\r\n
      <p>The cost of hiring and training in-house HR staff, particularly for small-medium businesses, can be very high. This is where an outsourced HR consultant in Nottinghamshire or Lincolnshire, for instance, can save you lots of time and money. </p>\r\n
      <p>Working with an outsourced HR consultant means you can handpick the HR services you need and utilise your budget more effectively. </p>\r\n
      <p>You can even hire an outsourced HR consultant on an hourly or contractual basis to fill interim HR positions. Either arrangement can benefit your company tremendously – a fresh pair of ‘outside eyes and ears’ can bring a lot of value to your organisation. </p>\r\n
      <p>Here are some quick examples on how an outsourced HR consultant in Yorkshire or other nearby areas can help you: </p>\r\n
      <h3>Recruitment </h3>\r\n
      <p>Your dedicated outsourced HR consultant can post job ads on your behalf and interview candidates – screening them extensively and advising on the best candidates to hire for specific positions and according to your business goals. </p>\r\n
      <p>SMEs in particular cannot afford to waste any resources on ineffective recruitment strategies, so an HR consultant in Nottinghamshire can help you create a highly productive workforce – ultimately, saving you hundreds to thousands of pounds. </p>\r\n
      <h3>Expert consultancy </h3>\r\n
      <p>An HR consultant can advise on everything from what to include or not include in the employee handbook to streamlining the grievance process to enforcement and payroll. An HR expert like Taurus HR Solutions, for instance, can cut your admin time in half, managing all your HR functions on a day-to-day basis, so that you can direct all your energies and resources towards growing the business. </p>\r\n
      <h3>Overall HR strategy </h3>\r\n
      <p>One of the biggest reasons businesses of all scales lose momentum is by not implementing a robust HR policy and general strategy. Strategic human capital development is one of the greatest benefits a dedicated outsourced HR consultant can offer you, giving strategic direction to all HR elements within your company. </p>\r\n
      <h3>Time and resource management </h3>\r\n
      <p>Companies that do not work with outsourced HR services tend to get overwhelmed with the sheer amount of work they must do on their own. Most staff members are expected to wear many hats, performing different functions (including HR) which fall outside of their job description. This can be extremely time-consuming and counter-productive. </p>\r\n
      <p>Contact us now for a free initial consultation so that we can demonstrate how outsourced HR consulting can benefit your business in a number of ways. Tags HR consultant Nottinghamshire; HR consultant Lincolnshire; HR consultant Yorkshire; outsourced HR consultant; outsourced HR services; outsourced HR consulting</p>
      """
    -subtitle: null
    -metaTitle: "Why use an outsourced HR consultant?"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "outsourced-hr.jpg"
    #createdAt: DateTime @1664346888 {#3181
      date: 2022-09-28 07:34:48.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758118022 {#3198
      date: 2025-09-17 15:07:02.0 Europe/London (+01:00)
    }
    -locale: null
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]

App\Twig\Components\NewsThumbnail {#3666
  +article: App\Entity\News {#3193
    +imageUpload: null
    -id: 29
    -excerpt: "<p>HR is an essential function within any business and no matter how large or small your company may be or which sector you operate in.</p>"
    -publishDate: DateTime @1664346840 {#3201
      date: 2022-09-28 07:34:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
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    -featuredInWisdomComponent: false
    -slug: "why-use-an-outsourced-hr-consultant"
    -title: "Why use an outsourced HR consultant?"
    -content: """
      <p>HR is an essential function within any business and no matter how large or small your company may be or which sector you operate in – a dedicated HR consultant in Yorkshire, for example, can really make things easy for you – thus, leaving you a lot more time and energy to focus on core areas of the business.</p>\r\n
      <h3> Is it better to work with an outsourced HR consultant in Lincolnshire? </h3>\r\n
      <p>The HR department in any business acts as a critical link in the chain, carrying out key functions related to recruitment, training, development, performance, etc. </p>\r\n
      <p>The cost of hiring and training in-house HR staff, particularly for small-medium businesses, can be very high. This is where an outsourced HR consultant in Nottinghamshire or Lincolnshire, for instance, can save you lots of time and money. </p>\r\n
      <p>Working with an outsourced HR consultant means you can handpick the HR services you need and utilise your budget more effectively. </p>\r\n
      <p>You can even hire an outsourced HR consultant on an hourly or contractual basis to fill interim HR positions. Either arrangement can benefit your company tremendously – a fresh pair of ‘outside eyes and ears’ can bring a lot of value to your organisation. </p>\r\n
      <p>Here are some quick examples on how an outsourced HR consultant in Yorkshire or other nearby areas can help you: </p>\r\n
      <h3>Recruitment </h3>\r\n
      <p>Your dedicated outsourced HR consultant can post job ads on your behalf and interview candidates – screening them extensively and advising on the best candidates to hire for specific positions and according to your business goals. </p>\r\n
      <p>SMEs in particular cannot afford to waste any resources on ineffective recruitment strategies, so an HR consultant in Nottinghamshire can help you create a highly productive workforce – ultimately, saving you hundreds to thousands of pounds. </p>\r\n
      <h3>Expert consultancy </h3>\r\n
      <p>An HR consultant can advise on everything from what to include or not include in the employee handbook to streamlining the grievance process to enforcement and payroll. An HR expert like Taurus HR Solutions, for instance, can cut your admin time in half, managing all your HR functions on a day-to-day basis, so that you can direct all your energies and resources towards growing the business. </p>\r\n
      <h3>Overall HR strategy </h3>\r\n
      <p>One of the biggest reasons businesses of all scales lose momentum is by not implementing a robust HR policy and general strategy. Strategic human capital development is one of the greatest benefits a dedicated outsourced HR consultant can offer you, giving strategic direction to all HR elements within your company. </p>\r\n
      <h3>Time and resource management </h3>\r\n
      <p>Companies that do not work with outsourced HR services tend to get overwhelmed with the sheer amount of work they must do on their own. Most staff members are expected to wear many hats, performing different functions (including HR) which fall outside of their job description. This can be extremely time-consuming and counter-productive. </p>\r\n
      <p>Contact us now for a free initial consultation so that we can demonstrate how outsourced HR consulting can benefit your business in a number of ways. Tags HR consultant Nottinghamshire; HR consultant Lincolnshire; HR consultant Yorkshire; outsourced HR consultant; outsourced HR services; outsourced HR consulting</p>
      """
    -subtitle: null
    -metaTitle: "Why use an outsourced HR consultant?"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "outsourced-hr.jpg"
    #createdAt: DateTime @1664346888 {#3181
      date: 2022-09-28 07:34:48.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758118022 {#3198
      date: 2025-09-17 15:07:02.0 Europe/London (+01:00)
    }
    -locale: null
  }
}

[
  "article" => App\Entity\News {#3179
    +imageUpload: null
    -id: 12
    -excerpt: "<p>Ministers release guidance to clarify UK employment status case law.</p>"
    -publishDate: DateTime @1662614760 {#3170
      date: 2022-09-08 06:26:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "employment-status"
    -title: "Employment Status"
    -content: """
      <h2>Ministers release guidance to clarify UK employment status case law</h2>\r\n
      <p><strong>If I had a pound for every employment status query I’d had in the past 3 – 4 years then I would probably be able to retire now! But, here we are, and we were eagerly awaiting the UK Government to publish some helpful guidance on how to distinguish between the different statuses (self-employed, worker and employee) which determine rights on areas such as pay and leave.</strong></p>\r\n
      <p>The new guidance doesn’t set a prescribed formula for determining the category someone falls into, instead, it brings together employment status case law into one place for businesses and workers to access and improve their understanding. Not quite what we were hoping for, but still helpful nonetheless.</p>\r\n
      <p>Further, the guidance has clarified the rights of gig economy workers, which has seen a boom in recent years as flexibility with work becomes more and more popular. There have been significant cases in this area recently; Pimlico Plumbers and Uber to name a couple.</p>\r\n
      <p>The guidance was published alongside an employment status consultation, in which some respondents asked for clarity around the employment status boundaries, and examples of how to apply the rules to different scenarios. The unfortunate thing is the lack of set rules – there are tests which are established in case law and different factors will affect the outcome.</p>\r\n
      <p>No legislation changes have been made, so perhaps this is the next area, as these flexible working models are bound to become more and more popular with time.</p>\r\n
      <p>We’ll all have to watch this space!</p>
      """
    -subtitle: null
    -metaTitle: "New guidance to clarify UK employment status case law"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "employment-status.jpg"
    #createdAt: DateTime @1662614783 {#3257
      date: 2022-09-08 06:26:23.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758118305 {#3178
      date: 2025-09-17 15:11:45.0 Europe/London (+01:00)
    }
    -locale: null
  }
]

App\Twig\Components\NewsThumbnail {#3689
  +article: App\Entity\News {#3179
    +imageUpload: null
    -id: 12
    -excerpt: "<p>Ministers release guidance to clarify UK employment status case law.</p>"
    -publishDate: DateTime @1662614760 {#3170
      date: 2022-09-08 06:26:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "employment-status"
    -title: "Employment Status"
    -content: """
      <h2>Ministers release guidance to clarify UK employment status case law</h2>\r\n
      <p><strong>If I had a pound for every employment status query I’d had in the past 3 – 4 years then I would probably be able to retire now! But, here we are, and we were eagerly awaiting the UK Government to publish some helpful guidance on how to distinguish between the different statuses (self-employed, worker and employee) which determine rights on areas such as pay and leave.</strong></p>\r\n
      <p>The new guidance doesn’t set a prescribed formula for determining the category someone falls into, instead, it brings together employment status case law into one place for businesses and workers to access and improve their understanding. Not quite what we were hoping for, but still helpful nonetheless.</p>\r\n
      <p>Further, the guidance has clarified the rights of gig economy workers, which has seen a boom in recent years as flexibility with work becomes more and more popular. There have been significant cases in this area recently; Pimlico Plumbers and Uber to name a couple.</p>\r\n
      <p>The guidance was published alongside an employment status consultation, in which some respondents asked for clarity around the employment status boundaries, and examples of how to apply the rules to different scenarios. The unfortunate thing is the lack of set rules – there are tests which are established in case law and different factors will affect the outcome.</p>\r\n
      <p>No legislation changes have been made, so perhaps this is the next area, as these flexible working models are bound to become more and more popular with time.</p>\r\n
      <p>We’ll all have to watch this space!</p>
      """
    -subtitle: null
    -metaTitle: "New guidance to clarify UK employment status case law"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "employment-status.jpg"
    #createdAt: DateTime @1662614783 {#3257
      date: 2022-09-08 06:26:23.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758118305 {#3178
      date: 2025-09-17 15:11:45.0 Europe/London (+01:00)
    }
    -locale: null
  }
}

[
  "article" => App\Entity\News {#3163
    +imageUpload: null
    -id: 20
    -excerpt: "<p>A phenomenon is sweeping the employment world at present, called “quiet quitting” but what does it actually mean?</p>"
    -publishDate: DateTime @1662614700 {#3180
      date: 2022-09-08 06:25:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "quiet-quitting"
    -title: "Quiet Quitting"
    -content: """
      <h2>A phenomenon is sweeping the employment world at present, called “quiet quitting” but what does it actually mean?&nbsp;</h2>\r\n
      <p><strong>Here we look at what it is, and how to tackle it.</strong></p>\r\n
      <p>Despite the finality of the term, quiet quitting is not in fact a worker giving up their job.</p>\r\n
      <p>Instead, the term has been coined to mean an individual doing the basics to fulfil the requirements of their role but nothing more. Some people call this working to rule.</p>\r\n
      <p><strong>In other words, the worker:</strong></p>\r\n
      <ul> <li>sticks to the functions described in their job description;</li> <li>works only their contractual working hours; and</li> <li>avoids helping their employer out with additional tasks outside their usual remit (which they might previously have done for little or no additional reward or recognition).</li> </ul>\r\n
      <p>While the concept has recently been picking up steam on social media and in the press, it is nothing new.</p>\r\n
      <p>Spotting it can be relatively easy, you may see that someone’s attitude has changed, or they no longer show enthusiasm in what they’re doing. They may also be lacking initiative or making more negative comments.</p>\r\n
      <p>Line managers need to work closely with HR professionals to help overcome some of these challenges.</p>\r\n
      <p><strong>Some suggestions could include:</strong></p>\r\n
      <p>Mid-year salary reviews – particularly since the cost of living crisis and inflation has hit people hard, a cost of living bonus is another option.</p>\r\n
      <p>More hybrid working options – could people work from home a little more frequently? Employees now expect this level of flexibility and many have been successfully doing it for some time.</p>\r\n
      <p>Stay interviews – look at doing some interviews to keep your finger on the pulse with how your employees are feeling, and identify any potential flight risks.</p>
      """
    -subtitle: null
    -metaTitle: "What does quiet quitting actually mean?"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "quiet-quitting.jpg"
    #createdAt: DateTime @1662614715 {#3165
      date: 2022-09-08 06:25:15.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758118217 {#3164
      date: 2025-09-17 15:10:17.0 Europe/London (+01:00)
    }
    -locale: null
  }
]

App\Twig\Components\NewsThumbnail {#3712
  +article: App\Entity\News {#3163
    +imageUpload: null
    -id: 20
    -excerpt: "<p>A phenomenon is sweeping the employment world at present, called “quiet quitting” but what does it actually mean?</p>"
    -publishDate: DateTime @1662614700 {#3180
      date: 2022-09-08 06:25:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "quiet-quitting"
    -title: "Quiet Quitting"
    -content: """
      <h2>A phenomenon is sweeping the employment world at present, called “quiet quitting” but what does it actually mean?&nbsp;</h2>\r\n
      <p><strong>Here we look at what it is, and how to tackle it.</strong></p>\r\n
      <p>Despite the finality of the term, quiet quitting is not in fact a worker giving up their job.</p>\r\n
      <p>Instead, the term has been coined to mean an individual doing the basics to fulfil the requirements of their role but nothing more. Some people call this working to rule.</p>\r\n
      <p><strong>In other words, the worker:</strong></p>\r\n
      <ul> <li>sticks to the functions described in their job description;</li> <li>works only their contractual working hours; and</li> <li>avoids helping their employer out with additional tasks outside their usual remit (which they might previously have done for little or no additional reward or recognition).</li> </ul>\r\n
      <p>While the concept has recently been picking up steam on social media and in the press, it is nothing new.</p>\r\n
      <p>Spotting it can be relatively easy, you may see that someone’s attitude has changed, or they no longer show enthusiasm in what they’re doing. They may also be lacking initiative or making more negative comments.</p>\r\n
      <p>Line managers need to work closely with HR professionals to help overcome some of these challenges.</p>\r\n
      <p><strong>Some suggestions could include:</strong></p>\r\n
      <p>Mid-year salary reviews – particularly since the cost of living crisis and inflation has hit people hard, a cost of living bonus is another option.</p>\r\n
      <p>More hybrid working options – could people work from home a little more frequently? Employees now expect this level of flexibility and many have been successfully doing it for some time.</p>\r\n
      <p>Stay interviews – look at doing some interviews to keep your finger on the pulse with how your employees are feeling, and identify any potential flight risks.</p>
      """
    -subtitle: null
    -metaTitle: "What does quiet quitting actually mean?"
    -metaDescription: null
    #active: true
    #deleted: false
    -image: "quiet-quitting.jpg"
    #createdAt: DateTime @1662614715 {#3165
      date: 2022-09-08 06:25:15.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758118217 {#3164
      date: 2025-09-17 15:10:17.0 Europe/London (+01:00)
    }
    -locale: null
  }
}

[
  "article" => App\Entity\News {#3159
    +imageUpload: null
    -id: 24
    -excerpt: "<p>This case recently went to the Supreme Court (the highest court in the United Kingdom for civil claims) and, understandably, it has generated a lot of interest.</p>"
    -publishDate: DateTime @1662614580 {#3162
      date: 2022-09-08 06:23:00.0 Europe/London (+01:00)
    }
    -thumbnail: null
    -updatedBy: Proxies\__CG__\App\Entity\User {#1280 …}
    -cta_text: null
    -cta_link: null
    -featuredOnNewsPage: false
    -featuredInWisdomComponent: false
    -slug: "supreme-court-ruling-on-holiday-pay"
    -title: "Supreme Court Ruling on Holiday Pay"
    -content: """
      <h2>Harpur v Brazel</h2>\r\n
      <p><strong>This case recently went to the Supreme Court (the highest court in the United Kingdom for civil claims) and, understandably, it has generated a lot of interest as it has implications for many zero hours employees as well as term-time only employees. This is a complicated area of law as the holiday pay calculation methods for workers with no fixed hours changed in April 2020 under the Good Work Plan, causing a further administrative burden for employers. Here, we will look at what the changes mean.</strong></p>\r\n
      <p>Ms Brazel was a music teacher who was engaged by the Harpur Trust in a term-time only basis. This means that the employee only works for part of the year, but there is an expectation that they will recommence employment each year (these contracts are common for teachers, as they are not contracted to work during the school holidays). Her employer based her holiday pay on the weeks she actually worked, and pro-rated the 5.6 weeks of annual leave entitlement down to 4.7 weeks, as she was only engaged to work for 39 weeks per year. However, she argued that this was not correct, and that all workers were entitled to 5.6 weeks of leave per annum, irrespective of the amount of weeks actually worked. Initially, she lost her claim, but the Employment Appeal Tribunal allowed it to progress. After going through the Court of Appeal, and then the Supreme Court, the ruling is that all workers are entitled to 5.6 weeks of leave.</p>\r\n
      <p>The Supreme Court agreed with the Court of Appeal and the Employment Appeal Tribunal that an Employment Tribunal (the initial court) had been wrong to read words into the Working Time Regulations 1998 to cap those workers' annual leave entitlement at 12.07% of annualised hours. ACAS used to advise that the 12.07% method was acceptable, and this was used across the board by many employers, but ACAS changed their guidance and removed this calculation method.</p>\r\n
      <h3>The Working Time Regulations</h3>\r\n
      <p>The Working Time Regulations 1998 allow for holiday to be pro-rata for part-time employees, for example, and the government’s own holiday calculator online (at <a href="http://www.gov.uk">www.gov.uk</a>) also allows for these calculations to be carried out. The issue comes because there is no way to give any worker less than 5.6 weeks’ holiday a year. As an example, if somebody works 3 days per week then this can be calculated as 5.6 x 3 = 16.8 days of annual leave – as they are still receiving 5.6 weeks of their “normal” working week. But with atypical workers, this is not so easy to calculate and you are still required to give them 5.6 weeks of leave, based on weeks worked. 5.6 is the magic number to remember in all situations.</p>\r\n
      <p>In theory, this means somebody could be a seasonal worker, working 4 months a year, with a continuing zero hours contract, and return each year (and be expected to return) and still receive 5.6 weeks of holiday. This would be the same as someone who worked all year round. There are laws to prevent part-time workers being treated less favourably than their full-time counterparts, but there are no laws to prevent them from being treated more favourably, as unfair as this may seem.</p>\r\n
      <p>There should not be any practical impact for term-time workers whose salary is annualised and paid in 12 equal monthly instalments, because they already receive the same pay during weeks of holiday as during working time, usually dictated in the employment contract. </p>\r\n
      <h3>The Impact</h3>\r\n
      <p>The biggest impact in practice is on hourly paid workers who have a permanent contract but, for whatever reason, have a number of unpaid non-working weeks during the leave year. The greater the number of non-working weeks, the greater their holiday entitlement (and therefore holiday pay) will be as a percentage of annual working time and earnings.</p>\r\n
      <p>For truly casual workers, this isn’t an issue as there won’t be a continuing contract, they will work for an assignment and then in practice be paid their holiday entitlement and pay at the end of the assignment, and receive their P45.</p>\r\n
      <h3>Calculation Method</h3>\r\n
      <p>The only reliable calculation method is now to use the Calendar Week Method. If the worker takes a week's holiday, they should be paid a week's pay calculated according to the statutory formula. Employers will need to go back at least 52 weeks to establish all the weeks worked in that period, and go further back, if there are non-working weeks, to establish 52 paid weeks on which to base holiday pay. If there aren’t 52 weeks of pay as somebody hasn’t worked long enough, you would use all the weeks worked to establish the “normal” rate of pay for them. This may produce a different rate of pay each time holiday is taken, and will be very time-consuming. </p>\r\n
      <p>However, there is still a difficulty in expressing the holiday entitlement in terms of days or hours, which is not covered in the WTR 1998 (as it probably didn’t anticipate the boom of the gig economy when it was brought into law). One possible solution is to base it on the number of days in an average week over a representative period.</p>\r\n
      <p>Practically, a way to manage this would be ensuring that zero-hours workers are given at least some work every week when they are not taking annual leave, to reduce the value of holiday pay. In other cases involving term-time workers, it may be possible to engage the worker at the start of term on a fixed-term contract for the term, give a week's paid holiday during half term, and a payment in lieu of any outstanding accrued holiday at the end of term, before re-engaging again after the school holidays. However, this could cause a number of issues around re-administrating the employee joining the company again, whether continuity is preserved between contracts (as there is the expectation to return to work again, so arguably an umbrella contract may exist) not to mention a successive series of fixed-term contracts could extend beyond 4 years, and qualify for additional statutory protection.</p>\r\n
      <p>Claims for unpaid annual leave have a backstop of 2 years, and are subject to the same time limits as other claims.</p>
      """
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    -slug: "supreme-court-ruling-on-holiday-pay"
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      <h2>Harpur v Brazel</h2>\r\n
      <p><strong>This case recently went to the Supreme Court (the highest court in the United Kingdom for civil claims) and, understandably, it has generated a lot of interest as it has implications for many zero hours employees as well as term-time only employees. This is a complicated area of law as the holiday pay calculation methods for workers with no fixed hours changed in April 2020 under the Good Work Plan, causing a further administrative burden for employers. Here, we will look at what the changes mean.</strong></p>\r\n
      <p>Ms Brazel was a music teacher who was engaged by the Harpur Trust in a term-time only basis. This means that the employee only works for part of the year, but there is an expectation that they will recommence employment each year (these contracts are common for teachers, as they are not contracted to work during the school holidays). Her employer based her holiday pay on the weeks she actually worked, and pro-rated the 5.6 weeks of annual leave entitlement down to 4.7 weeks, as she was only engaged to work for 39 weeks per year. However, she argued that this was not correct, and that all workers were entitled to 5.6 weeks of leave per annum, irrespective of the amount of weeks actually worked. Initially, she lost her claim, but the Employment Appeal Tribunal allowed it to progress. After going through the Court of Appeal, and then the Supreme Court, the ruling is that all workers are entitled to 5.6 weeks of leave.</p>\r\n
      <p>The Supreme Court agreed with the Court of Appeal and the Employment Appeal Tribunal that an Employment Tribunal (the initial court) had been wrong to read words into the Working Time Regulations 1998 to cap those workers' annual leave entitlement at 12.07% of annualised hours. ACAS used to advise that the 12.07% method was acceptable, and this was used across the board by many employers, but ACAS changed their guidance and removed this calculation method.</p>\r\n
      <h3>The Working Time Regulations</h3>\r\n
      <p>The Working Time Regulations 1998 allow for holiday to be pro-rata for part-time employees, for example, and the government’s own holiday calculator online (at <a href="http://www.gov.uk">www.gov.uk</a>) also allows for these calculations to be carried out. The issue comes because there is no way to give any worker less than 5.6 weeks’ holiday a year. As an example, if somebody works 3 days per week then this can be calculated as 5.6 x 3 = 16.8 days of annual leave – as they are still receiving 5.6 weeks of their “normal” working week. But with atypical workers, this is not so easy to calculate and you are still required to give them 5.6 weeks of leave, based on weeks worked. 5.6 is the magic number to remember in all situations.</p>\r\n
      <p>In theory, this means somebody could be a seasonal worker, working 4 months a year, with a continuing zero hours contract, and return each year (and be expected to return) and still receive 5.6 weeks of holiday. This would be the same as someone who worked all year round. There are laws to prevent part-time workers being treated less favourably than their full-time counterparts, but there are no laws to prevent them from being treated more favourably, as unfair as this may seem.</p>\r\n
      <p>There should not be any practical impact for term-time workers whose salary is annualised and paid in 12 equal monthly instalments, because they already receive the same pay during weeks of holiday as during working time, usually dictated in the employment contract. </p>\r\n
      <h3>The Impact</h3>\r\n
      <p>The biggest impact in practice is on hourly paid workers who have a permanent contract but, for whatever reason, have a number of unpaid non-working weeks during the leave year. The greater the number of non-working weeks, the greater their holiday entitlement (and therefore holiday pay) will be as a percentage of annual working time and earnings.</p>\r\n
      <p>For truly casual workers, this isn’t an issue as there won’t be a continuing contract, they will work for an assignment and then in practice be paid their holiday entitlement and pay at the end of the assignment, and receive their P45.</p>\r\n
      <h3>Calculation Method</h3>\r\n
      <p>The only reliable calculation method is now to use the Calendar Week Method. If the worker takes a week's holiday, they should be paid a week's pay calculated according to the statutory formula. Employers will need to go back at least 52 weeks to establish all the weeks worked in that period, and go further back, if there are non-working weeks, to establish 52 paid weeks on which to base holiday pay. If there aren’t 52 weeks of pay as somebody hasn’t worked long enough, you would use all the weeks worked to establish the “normal” rate of pay for them. This may produce a different rate of pay each time holiday is taken, and will be very time-consuming. </p>\r\n
      <p>However, there is still a difficulty in expressing the holiday entitlement in terms of days or hours, which is not covered in the WTR 1998 (as it probably didn’t anticipate the boom of the gig economy when it was brought into law). One possible solution is to base it on the number of days in an average week over a representative period.</p>\r\n
      <p>Practically, a way to manage this would be ensuring that zero-hours workers are given at least some work every week when they are not taking annual leave, to reduce the value of holiday pay. In other cases involving term-time workers, it may be possible to engage the worker at the start of term on a fixed-term contract for the term, give a week's paid holiday during half term, and a payment in lieu of any outstanding accrued holiday at the end of term, before re-engaging again after the school holidays. However, this could cause a number of issues around re-administrating the employee joining the company again, whether continuity is preserved between contracts (as there is the expectation to return to work again, so arguably an umbrella contract may exist) not to mention a successive series of fixed-term contracts could extend beyond 4 years, and qualify for additional statutory protection.</p>\r\n
      <p>Claims for unpaid annual leave have a backstop of 2 years, and are subject to the same time limits as other claims.</p>
      """
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