David Wright Personnel Support Ltd

David Wright Personnel Support Ltd We provide a nationwide personnel support service offering practical advice on employee related issu I can review also any documents that you use currently.

Our clients receive the following support for the 12 months subscription
• Contacts of Employment drafted for you, tailor made to suit your requirements, together with other Employment Law policies, such as a Grievance and Disciplinary Procedure and a Staff Handbook. My Contract is designed specifically for your business and tackles the issues that matter to you. For the 12 months of the agreemen

t we produce Contracts for your new starters
• You will receive everything listed in my “shopping list” . Once all of your documents are personalised I will copy them to a CD which will be posted to you.
• A monthly newsletter, containing relevant up to date personnel information and advice as well as a range of the issues raised with me by other employers in the previous month.
• Access to my help line. You can ring me whenever you have a Personnel problem, such as difficult staff, discipline, holidays, attendance or just a day to day query. I will then be able to talk through the problem with you and advise you on your best course of action. I will draft your letters and be with you every step of the way. I am available at the weekend and up to 9.00 in the evening.
• Let me know when you appoint your new employees in the future and I will produce their contract for you.
• Sarah can even make an appointment with you and complete the contracts and polices over the telephone. I support a large number of clients, providing a business orientated service that is why over 97% of clients renewed their subscription in 2012/13

I provide clients with practical advice, without jargon. I attempt to tell clients what they can do and how to do it. I have over 20 years personnel experience, I write Employment Law for several nation publications I am a Fellow of the Chartered Institute of Personnel and Development. The fee is all-inclusive no matter how many times you use my services. If you need my support please contact me on 07930 358067, (01302 563691 or emaiI me on [email protected] or [email protected]
I look forward to working with you. You can also take a look at my website at www.davidwrightpersonnel.co.uk

09/05/2026

EMPLOYEE LIABILITY INFORMATION TUPE

When you buy an existing business
The outgoing employer (transferor) must provide Employee Liability Information (ELI) to the incoming employer (transferee) at least 28 days before the transfer date.
Where an employer is providing only ELI required under TUPE then the provision of this information (which is a legal requirement).

22/04/2026

April 2026 to 2027 Bank Holidays
There are 10 bank holidays in the UK leave year spanning 1 April 2026 to 31 March 2027, an increase from the standard eight. This is because both Easter 2026 (April 3 & 6) and Easter 2027 (March 26 & 29) fall within this 12-month

26/03/2026

BEREAVED PARTNERS PATERNITY LEAVE
IT WONT HAPPEN FREQUENTLY BUT YOU SHOULD BE AWARE OF A NEW RIGHT FROM APRIL 2026 where
• The child’s primary carer has died
• The employee is the husband of the deceased or civil partner
• The entitlement is up to 52 weeks absence
• The leave must commence within 8 weeks of the death
• Up to 10 days keeping in touch is allowed
• contact me is you get a claim
• An employee has to give 1 weeks notice to take this
• The 56 weeks is split into 2 periods:
• from the date of the death or stillbirth to 8 weeks after
• 9 to 56 weeks after the date of the death or stillbirth
• The pay is SMP

15/01/2026

ACAS EARLY CONCILIATION EXTENDED

From 1st December 2025 the period has been extended from 6 weeks to 12 weeks. This will potentially reduce Tribunals workload and potential result in less cases going forward

15/01/2026

Ssp going forward

SSP will become payable from day 1 of sickness and payable for the first 3 days of sickness. In addition, the lower earnings limit will be removed, meaning that all eligible employees, regardless of earnings, will be entitled to SSP. Those earning less than the lower earnings limit will become entitled to SSP at a rate of 80% of weekly earnings
We don’t have any more details yet

03/01/2026

NOTES FROM ACAS SEMINAR -EMPLOYMENT RIGHTS ACT

Consultation continues till January 2026 on
• enhanced protection for pregnant women and new mums
We know the right to claim unfair dismissal will reduce from 2 years to 6 months
• Protection for new mums from redundancy might extend to 6 months from their return date
• The detail re SSP

The changes also announced are
The LEL will be deleted LOWER EARNINGS LIMIT
Parental leave will become a day 1 right from April 2026
Zero hours/agency after 12 weeks regular hours they will be able to require equivalent hours and a contract
Also there is likely to be compensation for cancelled shifts
Employers will be required to keep as record of holidays taken and payment for 6 years
FROM APRIL 2026 the penalty for getting redundancy wrong will increase from 90 days protective award to 180 days ie 6 months
The old fire and rehire will effectively disappear
THE TIPPING RULES ARE GOING TO BE REVIEWED
And Employers will have to advise employees of their right to join a trade union—it is suggested from day 1 ie a contractual right
In 2027 the cap on unfair dismissal pay outs will go
And there will be guidance on bereavement leave
On top of pregnancy bereavement leave that already exists

26/10/2025

She worked as a hairdresser in the south of England and this is an interesting case
She was successful in her claim for unfair dismissal.
Ahe was awarded. a basic award of £637.50. A compensatory award of £ 2,663.
The employer didn’t follow the ACAS Code of Practice on Disciplinary and Grievance Procedures 2015 and the award was increased 25 %
She also didn’t comply with the ACAS code as she didn’t appeal against the decision and this resulted in the award being decreased by 10%
In addition the Tribunal felt she caused or contributed to the dismissal by blameworthy conduct, and reduced her compensatory award by 25%.
To top things off she wasn’t issue with a contract and the employer was fined 2 weeks pay.

24/09/2025

PART TIME CLEANER

I always say even the least likely employee can cause employers issues so just follow the rules

Ms X was a cleaner in a barbers’ and made a number of claims

Her first claim was made in June 2021 but her employer didn’t respond to the tribunal they didnt complete a response

The tribunal eventually took place in October 2023.

The employer hadn’t followed the tribunal rules so wasn’t allowed to attend

Ms X had 6 years’ service

She worked as a cleaner in the evenings, for 2 hours per day for 3 days per week (6 hours per week)

In 2020 she asked if she was on the furlough scheme but had no response.

However, in August 2020 a manager emailed her to say that the business had been sold to a new owner. So legally she would transfer under TUPE.

Also, in August she received an email saying that her contract “is being terminated”. But written confirmation never arrived.

She obtained alternative employment in January 2021 Later that year as lockdown was ending she went to CAB where she learned of the possibility of bringing a claim. Her employer tried to argue she had been dismissed in writing but couldn’t produce the letter.

Her claim was over the 3-month time limit but the judge allowed it due to Ms Xs ignorance of the procedures.

However, I accept that the Ms x did not understand that her employment had been terminated at this time, as she clearly stated in response that she would await her being fired letter, which was never received.

The Covid pandemic further muddied the waters

THE DECISION

The judge said I find that she was unfairly dismissed.
There was no reason why a cleaner was no longer required—she mitigated her loss by obtaining alternative work quickly.

She was entitled to 2 weeks’ notice at the time of the dismissal.
She wasn’t paid a period of 5 months at the NMW for 6 hours a week.
She didn’t receive any holiday pay and was owed 2 years arrears
Her award was
Compensation of £1,225.78 including 2 weeks’ notice pay plus arrears of pay and holiday pay.

A total cost of £2562.68
This was so easy to avoid

07/04/2025

Self inflicted absence?

I have periodically been asked about employees whose absence is a result of elective surgery—ie their choice eg gatric band,cosmetic procedures etc
The laws on statutory sick pay (SSP) make no distinction between absences caused by accident or illness and absences caused by elective surgery.
If the surgery is being carried out on medical advice, SSP is payable.. The question as to whether not the surgery is medically required is a matter of fact and context and may require further investigation
Its all very complicated.. Often the GP will make reference to the psyschological effect of eg a bent nose ,skin condition, scar etc

It reminds me of an employer who many years ago suggested to staff they wear a vest to protect them from winter chills.
In my view bearing in mind the employee decides if they are fit to work or not I would normally accept it as sickness

28/02/2025

SICKNESS LEVELS INCREASING
UK employees were absent for 7.8 days on average over the past year, the highest level reported in over a decade and two days more than the pre-pandemic sickness absence rate of 5.8 days.
The top causes of short-term absence were minor illnesses (94%), musculoskeletal injuries (45%) and mental ill health (39%). My customers use my sickness absence policy which has 4 absences in 12 months as a trigger for action

26/01/2025

NEONATAL CARE (LEAVE AND PAY) ACT 2023

This Act, expected to come into effect in April 2025, will give parents up to 12 weeks of paid leave if they have babies who are admitted into hospital. The baby must be admitted up to the age of 28 days and have a continuous stay of 7 days or more. The act will have a minimum entitlement of one week.

In order to qualify, an employee must be employed for a minimum of 26 weeks prior to the leave being requested, and be earning an average of at least £123 a week. This mirrors the entitlement to maternity pay. The leave must also be taken in the first 68 weeks of the baby’s birth.

Address

Doncaster
DN119UJ

Telephone

+447930358067

Website

Alerts

Be the first to know and let us send you an email when David Wright Personnel Support Ltd posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Shortcuts

Share