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Employment Law Made Easy

Melanie Slocombe

Employment Law Made Easy cover image
  • Expert employment law advice
  • 'How to' information & instructions
  • Template contracts and letters
  • Written by employment law solicitor

Format help

Available Formats

Valid in England, Wales, Scotland
Price: £14.99
Page Length: 192
ISBN: 9781910143131
Edition: 11th
Published: July 2014
Valid in England, Wales, Scotland
Price: £14.99
Page Length: 192
ISBN: 9781910143148
Edition: 11th
Published: July 2014
File Type: PDF
File Size: 1 MB

New July 2014 Edition

Everything an employer needs to know about the latest employment law regulations and what this means for their business and staff. In one easy-read book.

Employment Law Made Easy does exactly what it says. It makes Employment Law easy to understand, to put into practice and to apply to your business. Quickly, and without any fuss. So you can get on with your business.

We usually only think of employment law when it's too late. And we’re in the middle of a rather messy disciplinary situation… Or we’ve placed a recruitment ad but vaguely remember some age discrimination legislation…

But Employment Law is something we all work under in business and it’s so easy to get up to speed.

Employment Law Made Easy will answer all your questions on the latest employment law regulations and how it affects:

  • your recruitment
  • your obligations as an employer
  • your employees' obligations to you
  • your employees with families
  • discrimination at your workplace
  • terminating employment and the disciplinary process for your staff

Few legal regulations change as rapidly as employment law.

This latest 2014 edition will keep you up to date with the latest changes in employment law. 

Our Employment Law Made Easy guide also provides a link to our Updates Service so you can catch up with any changes to employment law since the current edition of the book was printed.

Recent developments in employees’ rights have radically altered the legal relationship between employer and employee. Find out what this means for you and your staff.

Employment Law Made Easy gives you an everyman perspective on employment law from an insider expert.

In today’s cultural climate it's increasingly popular to seek legal remedies for violations of employment law. It's vital that every business understands what employment law means for them, and their staff. If you want to learn what simple best practice steps you can take to avoid the courts and adhere to employment law, you should read Employment Law Made Easy… and then you can simply get on with business!

About the Author

Melanie Slocombe is a consultant at Draper Lang solicitors. She is an experienced employment tribunal advocate, and has also brought and defended proceedings in the High Court and in the Court of Appeal. Melanie has advised on corporate transactions and on pan-European human resource issues. Her clients have ranged from large plc organisations to individual senior executives. Melanie is Lawpack's leading employment law author. Her knowledge and expertise, communicated in a clear and concise style, have produced several bestselling employment law titles including our Employment Contracts Kit.

Employment Contracts Links:

More Business Books from the 'Made Easy' Range:

Other information

Employment Law Made Easy Contents

1. Recruitment

  • Legal requirements 
  • Recruitment guidelines 
  • Example Letter 1: Inviting candidate to attend interview
  • Example Letter 2: Rejection before interview 
  • Example Letter 3: Offer of employment 
  • Example Letter 4: Request for reference
  • Example Letter 5: Reference on employee 
  • Example Letter 6: Rejection after interview 

2. The employment relationship

  • General principles
  • Statutory rights of employees
  • Types of contract of employment 
  • Terms of contract
  • Variation of contract 
  • Staff Handbook 
  • Employees and the self-employed
  • Model employment contract 
  • Model Staff Handbook 
  • Model Opt-Out Agreement 
  • Example Letter 7: Notification to employees being laid off and giving guarantee payments
  • Example Letter 8: Alterations to terms of employment 

3. Family-friendly rights 

  • Maternity rights 
  • Example Letter 9: Acknowledging notification of maternity leave 
  • Adoption rights
  • Parental leave 
  • Time off for dependants
  • Example Letter 10: Acknowledging notification of adoption leave 
  • Paternity rights 
  • Flexible working 

4. Discrimination 

  • The Protected Characteristics 
  • Types of discrimination 
  • Exceptions to discrimination 
  • Preventing discrimination 
  • Dealing with discrimination complaints 
  • Equal pay 

5. Termination of employment 

  • Dismissal 
  • Other terminations 
  • Claims and settlements for termination
  • Flowchart 1: Capability procedures (for responding to an employee’s poor performance)
  • Flowchart 2: Sickness procedures (for responding to an employee’s prolonged absence or frequent short absences) 
  • Flowchart 3: Procedure for dealing with lack of qualifications 
  • Flowchart 4: Misconduct procedures (for breach of the Employer’s Disciplinary Rules) 
  • Flowchart 5: Gross misconduct procedures (for responding to conduct warranting instant dismissal) 
  • Flowchart 6: Redundancy procedures 
  • Example Letter 11: Notice of dismissal (capability) 
  • Example Letter 12: Notice of dismissal (sickness) 
  • Example Letter 13: Notice of redundancy
  • Model settlement agreements:
    • Unfair dismissal 
    • Unfair dismissal (acknowledgement) 
    • Redundancy 
    • Redundancy (acknowledgement) 

6. Appendix 

  • Useful contacts 
  • Tribunals, courts and official bodies

Correction: On page 89, the Statutory Maternity Pay (SMP) rate will be increasing to £135.45 from April 2012, not £134.45.

Updates - November 2012

Page 4: 'Employing children and young persons'

No child may be employed under these additional circumstances:

  • for more than 12 hours a week during term time;
  • for more than five hours (13- to 14-year-olds) or eight hours (15- to 16-year-olds) on Saturdays and during school holidays during weekdays;
  • for more than four hours without taking a break of at least one hour;
  • for more than 25 hours in total in a week – 35, if aged 15 or over – during school holidays.

Page 5: Restrictions on employing women

This section has been removed. These restrictions have not been abolished, but they relate to unusual and specific industries/circumstances, which are quite detailed, and are considered by the author as not appropriate for a book of this nature.

Page 22: National Minimum Wage (NMW)

The NMW is now £6.19 per hour for those aged 21 and over. The £4.98 rate now applies to those aged 18 to 20.
Those on apprenticeships who are either under 19 or in the first year of their apprenticeship are now entitled to a minimum wage of £2.65 per hour.

Page 24: Guarantee pay

Maximum guarantee pay is now £23.50 per day, with an annual maximum of £470.

Page 31: Paternity leave

Employees now have a right to take 26 weeks' paternity leave.

Page 36: Access to Stakeholder Pensions

This section has now been replaced with this:

'Since 1 October 2012, the previous requirement on a UK employer employing five or more employees to designate and facilitate access to a Stakeholder Pension scheme has been abolished. On 30 June 2012, pension reforms came into force which will require all UK employers to auto-enrol eligible jobholders in a pension scheme and make mandatory minimum contributions from a date assigned to them after 1 October 2012. The new employer duties are being implemented month by month over a five-and-a-half-year staging period. Larger employers are required to comply before smaller ones. Employers with fewer than 50 employees have staging dates between 1 June 2015 and 1 April 2017 from when they will be obliged to start the enrolment process.'

Page 84: New section on IVF treatment

'Recent case law has provided some clarity on the protection provided to employees who are undergoing IVF treatment. A protected period starts when fertilised ova are implanted (when she is regarded as being pregnant). If the implantation fails, the protected period ends after a further two weeks have elapsed. If an employer treats an employee unfavourably during this period, she can claim pregnancy discrimination.

In addition, a woman undergoing IVF treatment will be protected during the limited period when ova are being collected, fertilised and implanted. An employer that treats an employee less favourably because she is undergoing IVF treatment is likely to be found to have discriminated against her because of her sex.'

Page 96: Parental leave

The period of parental leave is due to increase to 18 weeks in March 2013.

Page 103: Paternity leave 

Paternity leave is now referred to as 'ordinary paternity leave' (OPL).

Page 105: Additional paternity leave

After the section on ordinary paternity leave there is a new section on additional paternity leave (APL):

'Additional paternity leave (APL) is a right available to parents of a baby due on or after 3 April 2011 and to adoptive parents who were notified that they have been matched with a child on or after that date. Effectively, APL introduces a way in which either parent of a child can take time off work to care for their child in its first year.

APL is for a maximum of 26 weeks. The conditions for qualifying for APL broadly mirror those for ordinary paternity leave (see page 103-104) with additional conditions. To be eligible to take APL, the child's mother/adopter must (a) have been entitled to statutory maternity leave, SMP, maternity allowance, statutory adoption leave or SAP; and (b) have returned to work.

Providing the qualifying conditions are satisfied, APL can be taken by the spouse/civil partner/partner between 20 weeks and one year after the employee’s child is born or placed for adoption.

Notification and evidential requirements

The employee taking APL must comply with notice and evidential requirements at least eight weeks before the date on which they wish their APL to start. This includes:

  • a written leave notice specifying the week when the child was due or the date they were notified of having been matched for adoption with the child; the child’s date of birth or the date the child was placed for adoption; and the employee’s chosen start and finish dates for their period of APL;
  • a signed employee declaration stating that the purpose of their APL will be to care for the child; that they are either the child’s father or are married to the partner or civil partner of the child’s mother; and that they have, or expect to have, the main responsibility (apart from that of the child’s mother) for bringing up the child or that they have been matched for adoption with the child; and
  • a written declaration from the child’s mother/adopter stating the mother’s/adopter’s name, address and National Insurance number; the date on which they intend to return to work; that the employee is either the child’s father or is their spouse, partner or civil partner and has, or expects to have, the main responsibility (apart from the child’s mother) for bringing up the child; that to their knowledge the employee is the only person exercising the entitlement to APL in respect of the child; and that she consents to the employer processing the information that she has provided in the declaration.

Rights during APL

During APL, the employee is entitled to all benefits that they would have received had they not been on paternity leave, except wages and salary (but including benefits in kind). This means that the contract of employment continues and the period on paternity leave counts towards the employee’s continuity of employment.

Additional statutory paternity pay

Additional SPP (at the same rate as SPP above or 90 per cent of the employee’s average weekly earnings, if that is less) is payable only during what would have been the employee’s spouse/partner/civil partner’s SMP, maternity allowance or SAP period.

Protection from detriment and dismissal

Employees are protected from detrimental treatment and dismissal for reasons connected with their rights to OPL and APL.'

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