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The world of human resources can, at times, feel like a minefield for businesses – no matter how big or small they are. But HR is a fundamental aspect of running a successful business, as it takes care of your most important asset: your people. Many businesses can feel overwhelmed by legislation, regulations and best practice requirements, especially if they don’t have the knowledge and understanding of the basics. However, being informed of employee’s statutory rights is a crucial aspect of HR.
With that in mind, here are the most common HR questions about statutory rights that both employers and employees ask us:
What is statutory sick pay?
If you are too unwell to work you are entitled to receive £88.45 per week in statutory sick pay (SSP) from your employer. This can be paid for up to 28 weeks. Employers cannot pay less than this statutory amount, however some employers have their own sick pay schemes.
To be eligible for SSP you must:
What is statutory maternity pay and leave?
You are entitled to statutory maternity leave if you are classified as an employee. Statutory maternity leave is 52 weeks, which comprises of 26 weeks of ordinary maternity leave followed by 26 weeks of additional maternity leave. You do not legally have to take the full 52 weeks, but you must take two weeks leave after the birth of your baby and the earliest you can start your leave is 11 weeks before the expected week of birth. If you change your mind about your return to work date you must give your employer eight weeks’ notice. A mother’s full employment rights are protected throughout statutory maternity leave.
Statutory maternity pay (SMP) is paid for up to 39 weeks, which includes:
To be eligible for SMP you must:
What is statutory paternity pay and leave?
The partner of a woman who is having a baby, adopting a baby or having a baby through a surrogate who is classified as an employee can choose to take either one week or two consecutive weeks’ leave. This cannot start before the birth, must finish within 56 days of the birth and must begin on either:
Employees eligible for statutory paternity pay (SPP) receive either £139.58 a week or 90 per cent of their average weekly wage, whichever is the lowest figure. SPP is subject to tax and national insurance deductions. Employees are eligible for SPP if they:
“We have developed a strong working relationship with the team at P3PM who we now view as an integral and valued business partner. They take the time to understand our business and inform us of any regulatory employment changes that might affect the decisions we want to make. With our current and planned headcount, we know that there is always someone at P3 to respond to our call / email and take action quickly to ensure we remain compliant whilst also coaching our manager’s through difficult situations which gives them the skills they need to tackle issues even better in the future. P3PM ensure that we are supported with any employee related process, the results of which mean positive and timely resolutions to some challenging employee matters. ”
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