“I’ve worked alongside Jenny for over 10 years (she actually recruited me). I’ve always found Jenny to be an excellent HR professional that has supported, guided and educated and helped me develop personally and professionally. I have only optimistic predictions for her new roles trajectory.”

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Latest HR News

Free Employment Law Hotline - save the date!


Local HR provider signs sponsorship deal with Garden City FC

13/07/2017 Jam HR are delighted to announce that we have signed a sponsorship deal with Garden City FC, Chepstow. We are sponsoring the U8's new kit which will be available for the start of the football season!

Jam HR finalist in the category of Outstanding Contribution


We are thrilled to have been shortlisted in the category of Outstanding Contribution for the South Wales Business Awards, to be held on 18th May at Cardiff City Stadium!

Lovely thank you gift from a happy client today!


Jam HR at the SE Wales Business Show


Christmas in the workplace: Our 5 favourite queries


1. What should I (employer) do to prepare for the festive season?

Check that in your Terms and Conditions of Employment, Policies and Employee Handbook, you have covered harassment and unwanted/inappropriate behaviour or write a statement on the behaviour expected of your employees when on a Company night out.


2. Am I responsible (employer) for what happens at a Company Christmas night out?

That depends, but generally yes if the event and potential wrongdoings occur " in the course of employment".


3. Can employees be disciplined for misconduct after a Christmas party?



4. Can I ask employees to take holiday leave over Christmas and New Year?

If the business closes, then this arrangement should be explained in the employees' Contracts e.g. holiday leave to be taken at a particular time. You could also build notice required for time off and the Company Christmas shutdown arrangement into your Annual Leave Policy.


5. What if travel disruption (caused by weather or strikes) is the reason for an employee returning to work late after the Christmas period?

Really topical question with potential strike action on rail and airlines planned this Christmas. Although you have no obligation to pay your employees, we advise you offer flexibility and some alternative options such as: work from another location; make up the time later; or take as Holiday Leave.


How to calculate holiday pay


The Working Time Regulations provide for 5.6 weeks’ (or 28 days’) paid leave per year and state that a worker has the right to receive a week’s pay for a week of leave. European law says that holiday pay should be the same as normal remuneration. And so, commission, overtime, allowances and bonuses need to be considered for inclusion in holiday pay. This only applies to the first 4 weeks. The calculation of holiday pay will vary between different organisations, depending on the various elements that make up “normal pay” and you should take specific advice relevant to you.

If you would like us to update any of your Policies, or you need advice on any of the above legislative updates, or help with dealing with any grievances or claims, then please contact us at Jam HR.

Limits on unfair dismissal tribunal awards increase


From 6 April 2015, the limits on the amount of compensation that an employment tribunal can award for unfair dismissal increase. So the limit on the compensatory award and the amount of “a week’s pay” for calculating the basic and additional award will rise.

The rise in the limit on the amount of a week’s pay also affects redundancy payments. The maximum guarantee payment payable to an employee in respect of a workless day also increases.

Major changes to pension rights


There will be a significant increase in the flexibility around accessing defined-contribution or money purchase pensions savings. At present, in most cases, the only option for people in one of these workplace pension schemes is to purchase an annuity.

From 6 April 2015, individuals aged 55 or over will be able to access their pension funds flexibly, subject to their marginal rate of tax. There are different options in how they will be able to do this and it will still be possible to purchase an annuity or receive a pension from an occupational scheme, as under the current rules.

Ordinary parental leave extended


With all the attention focused on the introduction of shared parental leave and pay, it is easy to forget that the right to take up to 18 weeks’ unpaid parental leave (which applies to employees with at least one year’s continuous employment) is being extended.

Currently, it applies to parents of children under five unless the child has a disability, in which case the age limit is 18. From 5 April 2015, it applies to parents of children under 18 in all cases.

Adoptive parents’ rights are enhanced


Adoptive parents’ rights are to be more closely aligned with those of mothers taking maternity leave.

Currently, to qualify for adoption leave, an employee must have 26 weeks’ service with the employer. From 5 April 2015, this continuous service requirement for adoption leave will no longer apply. Further, the amount of statutory adoption pay will increase and adopters will be entitled to paid time off work to attend appointments to have contact with the child.

Shared parental leave takes full effect


The right to take shared parental leave and receive statutory shared parental pay applies to qualifying parents of babies due on or after 5 April 2015. Mothers can return to work early from maternity leave, or give advance notice that they intend to do so, and share untaken leave with their partner. The critical point for employers is that employees can take their shared parental leave as discontinuous periods, interspersing periods of work with periods of leave. The new legislation will allow a woman to return to work early and share the remainder of her leave and pay with her partner, if she wishes. The woman will still have to take 2 weeks compulsory maternity leave after giving birth. Shared parental leave applies also to adoptive parents.

Early Conciliation


In May 2014 Early Conciliation through ACAS became compulsory. The Conciliation period is 1 month, although this can be extended by 14 days. The employee then has 3 months to bring a Tribunal claim or settle via an ACAS Settlement Agreement.

Flexible working


In June 2014 the law changed around flexible working, allowing all employees to request this and not just parents and carers. Employers have 3 months to resolve the request.