Christina Consultancy Limited | A flexible, tailored HR Service with the business expertise to...

We are often contacted by employers who want to know if they can ask candidates about childcare arrangements at interview stage, although this is permissible it may be worth reading this: first:http://www.christinaltd.co.uk/asking-a-candidate-about-childcare-can-be-an-expensive-business/

Daniel Barnett is recruiting an Executive Assistant, working with him from his Chambers in central London (salary: £27,400pa). Main responsibilities include:- • complete administrative responsibility for my email bulletins • organising seminars and lectures • preparing briefing notes • managing incoming communications • being the main point of contact for certain clients For more information, and details of how to apply, please let me know and I will send you the full role specification. Closing date is Wednesday 15 June 2016. Please pass this on to anybody you know who might be interested.

Looking forward to the CIPD HR software exhibition on 15 - 16 June 2016 London Olympia

0n 8th May 2016 The Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2016 (SI 2016/510) amend the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (SI 2003/3319) to prohibit employment agencies from generic recruitment advertising in another European Economic Area (EEA) country without also advertising the vacancy in English before or at the same time in Great Britain.

GROSS MISCONDUCT - RESIGNATION Have you had an employee resign before attending a disciplinary hearing for potential gross misconduct? If so it is important to remind them that if they resign and are working their notice then they are still required to attend the disciplinary hearing. It seems that one recent employee we have dealt with thought that by resigning they would not be required to attend the disciplinary. If they are found to have committed an act of GMD then the reason for their termination will be dismissal and not resignation. This is likely therefore to impact on the reference you give their potential employer.

Want a free template letter to send to affected employees advising them of the New Living Wage? click on the link: http://www.christinaltd.co.uk/the-national-living-wage/ …

On 11th January the Exclusivity Terms in Zero Hours Contracts came into force, meaning those eligible who are on zero-hours contracts must not be dismissed or subjected to a detriment for breaching an exclusivity clause. Such a dismissal will be automatically unfair. We recommend that you include a clause that allows the individual to engage in work elsewhere.

Christina Consultancy Ltd

Worth considering when you next carry out an annual review: http://www.hrmagazine.co.uk/article-details/34-of-employees-would-prefer-a-more-flexible-approach-to-working-hours-than-a-pay-rise

The introduction of the new compulsory 'Living Wage' rate of £7.20 per hour for those aged 25 years plus comes into play from 1 April 2016. Are you ready?

The government have decided to freeze statutory maternity, paternity and adoption pay, as well as sick pay. Although there is no requirement to increase these statutory payments, normally they would increase in April each year.

Happy New Year to you all. Christina Consultancy Ltd are offering a referral incentive during 2016. If you introduce a new client to us we will pay you 10% of the first three months invoiced and paid net fees received.