Are You Still Protected as an Employee Even If You Did Not Sign a Contract?

It can be difficult to know where you stand when it comes to your employment rights when you do not have a physical paper contact to refer to. This article explains what your options are.

There may be occasions when you need to know your employment rights, for example when there is a problem at work: either you are having a problem with another staff member or policy, or the company is having an issue with you. In either situation you will need to know your rights.

Once of the first places you should always look for your employment rights is your employment contract. However, there may be occasions when you are employed by an employer without having a written contract.

Firstly, you and your employer are not doing anything wrong by you not having a written contract. Sometimes an employer chooses not to provide an employee with a written contract. Other times, it can be one of the jobs that get put off and put off and put off and never actually gets finished.

Usually, you can work just fine without a written contract. But it may become a concern if you start having problems at work. It can be difficult to know what your rights are concerning pay, holiday and sick leave, grievances and disciplinary proceedings when there is no written contract to refer to.

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Age Discrimination in the Workplace

It has been estimated by ACAS (The Advisory, Conciliation and Arbitration Service) that in the United Kingdom, by the year 2020, over a third of the workforce will be made up of people over the age of 50. This will change the way our workforce appears and functions and it can raise a lot of questions both for those over 50 and for those just starting out in the working world.

Are you an older worker? Do you feel like you might not have a place in your workplace anymore? Are you a younger worker? Worried that you’ll never get your foot in the door? Confused about what your rights are? This article should clarify some issues facing both older and younger workers.

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5 Easy Steps to Having Difficult Conversations in the Workplace

If you work in any kind of position of leadership, from a team leader right up to a CEO, there will be times when you will find yourself having to have an uncomfortable conversation with other members of staff. It’s a part of any leadership role and should not be avoided. To be a stronger leader you will need to deal with both good and bad aspects of your role.

However, there are ways to deal with these types of situation that can help your team, department, company etc grow and become stronger, and ways that can damage your team, department, company etc. All good leaders will want to minimise any damage and instead use this as an opportunity to strengthen their team and their position as leader.

When an issue comes to light, this could be regarding performance, sick leave, a workplace squabble, or any topic that may make either you or the other staff member uncomfortable, you will need to understand how best to manage staff expectations so as to minimise any conflict and resolve the issue promptly and fairly. .

This article will discuss the five key steps that you should follow to have successful talks about difficult topics in your workplace.

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What is Sex Discrimination Law in the UK

With all the discussion about sexual harassment and discrimination in the media recently it is easy to become confused about what the law is in the UK, who it protects and why it protects them.

In this article, we will discuss sexual discrimination, (sexual harassment in the workplace will be covered in a separate article), what counts as sexual discrimination in the workplace. As well as what you can do to find out more information, and what you can do if you believe that you are the victim of sexual discrimination.

By the end of this article, the UK’s laws regarding sexual discrimination should be clearer.

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Bullying and Harassment in the Workplace & 4 Steps to Resolve the Situation

This article is for the UK Workplace and refers to UK law.

Suffering from bullying or harassment in the work place can be an employee’s worst nightmare, it can damage self-esteem, confidence, productivity and in some situations, prevent people from attending work all together. For employers, finding out that someone in your organisation is accused of behaving in a bullying or harassing way can put you in an uncomfortable situation as you will need to investigate fully as either you have an employee who is a bully and needs to be stopped or you have an employee who is making accusations and needs to be educated on what constitutes bullying or harassment.

In this article, we will discuss basic information about bullying and harassment at work, identifying the types of behaviors that can fall under these headings and some behaviors that do not. We will also summarize the responsibilities of employers and outline some of the options open to employees who find themselves being bullied.

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