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Furloughed workers accrue annual leave

Good evening. Hope all is going well with you.

We have had many clients contact us to ask about short time working, lay offs and ‘furlough’. #Furlough is a word with which many of us are not familiar. We have explained it in more detail here.

Here are a few tips to help you to access the Job Retention Scheme that the government announced. Remember to take time to plan and be clear about what is best for your business or organisation. How will your actions impact your organisation and your employees?

Furloughed workers will accrue continuous service as well as annual leave.

If you would like to talk through your options please contact us. HOWEVER, there is still much work to be done in these areas for the finer details to be resolved and announced by the government. 

The information below is from cipd.co.uk

Embrace HR


If you would like to discuss this or any HR subject further please contact our Team at Embrace HR Limited.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports SMEs and care packages who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and London.

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Who is a Key Worker : Coronavirus Update from Embrace HR

Coronavirus (COVID-19) Update

Good evening. We’re sharing our updates for anyone who might visit our website. The scene is changing constantly and we urge you to listen to the broadcasts and update yourself on the gov.uk website, or other official paths such as HSE.

In this Update we will cover some of the FAQ’s that we have been receiving.

What is the difference between sick leave and self-isolation?

In the current situation sickness absence will cover employees:

  • Who test positive for the virus
  • Who show symptoms of the virus
  • Who self-isolate because they have been told to do so by the NHS.

Self-isolation means staying at home and avoiding contact with other people. Employees who self-isolate because of one of the above sickness absence reasons will qualify for SSP.  Employees who choose to self-isolate without any of the above, should follow the normal absence procedures and will be entitled to unpaid or annual leave.

Employers have a duty of care to protect all staff and in some cases it may be necessary to suspend an employee on medical grounds, for example pregnant employees, to ensure their safety. Employees who are suspended for this reason will be entitled to full pay.

Self-employed people who have to self-isolate do not qualify for SSP, however, they may be able to claim employment support allowance if they meet the conditions.

Employee’s should check their symptoms using the NHS 111 service, not their GP. https://111.nhs.uk/covid-19/

Employers should continue to carry out Return to Work Interviews with employees after a period of sickness absence to make sure they are fit to return to work and find out if there is any support the employer can provide. Please contact Embrace HR, if you would like more information about this.

Can an employee continue working if they are a carer / support worker and the individual being cared for has symptoms of Coronavirus?

Transmission should be minimised through safe working practices such as wearing personal protective equipment, cleaning and disposing of waste regularly, not shaking dirty clothes. A risk assessment should be carried out to ascertain if the employee’s family may be at risk, for example if they have children or the elderly living with them. Each case should be considered separately.

Can an employee continue working if they are a carer / support worker and the individual being cared for is part of a household that is isolating?

If the individual can remain at a safe distance from the person in the house with symptoms, then care can be provided without additional precautions. One example being are there separate bathroom facilities?

For more guidance on the government website for those working in people’s homes, please click on this  link:

Which roles are classified as Key Workers?

The government has specified who Key Workers are. There are many Key Workers, a large majority in the NHS, but also individual carers and support workers are Key Workers such as police, doctors, paramedics, teachers, social workers, case managers, transport workers,

and so many others. For more guidance on Key Workers please access the government website by clicking on this link.

What is the Coronavirus Job Retention scheme?

The Job Retention Scheme involves organisations designating employees as ‘furlough workers’, which is a way to keep employees on payroll without them working, and without them being laid off or made redundant. The government will pay up to 80% of furloughed employee’s wages to a max of £2500 per employee per month.

Furloughed workers

If your employer cannot cover staff costs due to COVID-19, they may be able to access support to continue paying part of your wage, to avoid redundancies.

If your employer intends to access the Coronavirus Job Retention Scheme, they will discuss with you becoming classified as a furloughed worker. This would mean that you are kept on your employer’s payroll, rather than being laid off.

To qualify for this scheme, you should not undertake work for them while you are furloughed. This will allow your employer to claim a grant of up to 80% of your wage for all employment costs, up to a cap of £2,500 per month.

You will remain employed while furloughed. Your employer could choose to fund the differences between this payment and your salary, but does not have to.

If your salary is reduced as a result of these changes, you may be eligible for support through the welfare system, including Universal Credit.

We intend for the Coronavirus Job Retention Scheme to run for at least 3 months from 1 March 2020, but will extend if necessary.”  Excerpt from gov.uk

The scheme is available to all organisations with no restriction on size or type. However, it is only intended to cover organisations who cannot cover staff costs due to COVID 19. It is not known what an organisation will need to show in order to qualify. Employers will need to submit their information to the government via an online portal. More information will follow regarding this.

Organisations will be able to claim for any employee on the PAYE system.

It is likely that contracts which contain the right to lay-off employees on unpaid leave can also be used to designate furlough workers. If contracts do not contain a right to unpaid lay-off, organisations can ask the employee to agree to become a furlough worker.

The finer details of this scheme are not yet known and we shall update further when we know more.

What do I need to consider if my employees are working from home?

The CIPD (2020) have identified the following top ten tips for employers regarding homeworking:

  1. Review your homeworking policy. Make sure it addresses how employees will be supervised, how the organisation and line managers will communicate with them and how performance and output will be monitored.
  2. Confirm employee rights.Homeworkers must be treated the same as office-based staff, with equal access to development and promotion opportunities.
  3. Confirm contact methods and regularity. Advise homeworkers to establish when and how they will have contact with their manager; reporting in at regular times can also help combat isolation and stress.
  4. Providing equipment.There is no obligation for employers to provide computer or other equipment necessary for working at home, although, given the latest Government advice, employers should do what they can to enable home working.
  5. IT and Broadband.Employers should confirm in the contractual arrangements if the employee is expected to cover the broadband cost (plus heating and lighting) or if the employer will contribute towards these costs and, if so, to what extent.
  6. Think about health and safety obligations. Employers are responsible for an employee’s health, safety and welfare, even when working from home.
  7. Carry out risk assessment.Employers should usually conduct risk assessments of all the work activities carried out by employees those working from home.
  8. Review working time and length of period.Will employees need to be available for work during strict office hours or work a specified a set number of hours per day?
  9. Clarify salary, benefits, insurance, tax.Salary and benefits should obviously remain the same during a period of homeworking, although changes to expenses may be appropriate if normal travel expenses and allowances are no longer needed.
  10. Data protection.Employers should make sure data protection obligations are maintained and employees using their own computer should still process information in compliance with data protection principles.

How can we help? Contact us by clicking on this link

For more information and guidance on any of the issues mentioned, please contact Embrace HR through our contact form here.

KEEP WELL EVERYONE. KEEP SAFE.

Embrace HR Team

23 March 2020


If you would like to discuss this or any HR subject further  please contact our Team at Embrace HR Limited.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports SMEs and care packages who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and London.

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HR Help in Unprecedented Times

BUSINESS OWNERS AND MANAGERS

How can we help?

Stop Press: We’ve listened to the Prime Minister and Chancellor’s speech this afternoon on the Coronavirus UK latest. Significant measures are being put in place for businesses to provide economic support so that many employers may consider keeping on employees. We will update ourselves on the offers but we understand that HMRC will be the place to go. We will keep you up to date as far as we are able.

The Press are asking questions and the PM, Chancellor and others are responding.

Tonight businesses such as cafes, restaurants, gyms, will have to close. Take-aways will still operate. Many of the staff working in these businesses are on zero hours contracts. This means that they do not have contractual hours or pay. The Chancellor says that they are part of the plan to cover their pay through grants to cover up to 80% of pay up to £2,500 per month.

If you missed it, here is the PM and Chancellor’s live conference with summary.

https://www.bbc.co.uk/news/live/world-51969508

STAY SAFE. KEEP WELL.

There is so much information out there that it’s difficult to know what to do for the best.

We’re offering a FREE 30 minute consultation to discuss with us your people concerns

  • Lay off and short-term working
  • Working from home
  • Looking after family
  • Keeping well

Here is some brief information to consider. Always talk to your employees as they may suggest something different.

What you need to do if you place employees on short time working

  • Check the contract – is there an allowance for short time working
  • Agree with your member of staff that they will accept shorter working hours, the options may be a that there is a lay off or redundancy situation
  • Agree the reduction in pay
  • Ensure you have agreement in writing
  • This is where you can check further information on gov.uk or the CIPD fact sheet
  • If you need further help contact us

What you need to do if you lay off your employees

  • Check the contract – is there an allowance for lay off
  • Consult and agree with your staff that you will lay them off
  • Agree the period of lay off with a caveat that it may be increased
  • Ensure you confirm in writing
  • This is where you can check further information on gov.uk or the CIPD fact sheet
  • Your employees may be eligible for statutory guaranteed pay
  • Your employees may claim redundancy if unpaid for 4 continuous weeks
  • If you need further help contact us

What you need to do if you believe there may be a redundancy situation

  • Consult with your employees, they may discuss other options such as short-time working or layoffs
  • Follow the redundancy process consider whether you will pay in lieu of notice or whether your employees will work their notice
  • Calculate redundancy payments, pay in lieu of notice (PILON), holidays that have not been taken that you will need to pay in lieu
  • If the decision is still to make redundancies ensure that you follow procedural guidelines, information on gov.uk or on the ACAS website
  • Ensure written confirmation of end of contract due to redundancy
  • If you need further help contact us

We are all in this together. If we can help, we will. Embrace HR are working throughout this time.

You may find this information on the BBF (Buckinghamshire Business First) very helpful.

Take care. Keep well.


 Embrace HR Limited is an HR Department based in Aylesbury, Buckinghamshire, working with SME’s and other small employers in the Home Counties and London. 

Our clients have teams up to 35 employees and we provide whatever HR support is needed, from recruitment to transactional HR, TUPE, redundancy, and other employee relations processes, contracts and handbooks, policies and much more.

Contact us if you would like more information.

Embrace HR Limited
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Special Needs Support Worker in Maidenhead

Rehabilitation Support Worker – Special Needs 

Maidenhead SL6

A Support Worker role in a small team, caring for an 11-year old in his own family home. Will this job suit you? Contact us by following this link to our website for more information and quote MJKPMar2020.

Job title

Rehabilitation Support Worker – Special Needs 

LocationMaidenhead, SL6 

Pay: 

  • Week days £13 per hour
  • Weekends £15 per hour
  • Bank holidays £19.50 per hour 

Shifts for Support Worker:  

Various shifts are available please let us know which interest you: 

  • Saturdays and Sundays (school holidays and term time) 11.30am to 7.30pm – working pattern to be agreed with the family and current support team.  
  • Fridays (term time) 5pm to 7.30pm 
  • Summer school holidays (Monday to Friday) 7.30am to 4.30pm and 4.30pm to 7.30pm 

A minimum of 8 hours will be required. Additional hours during school holidays including half terms may be required to provide support to our client, and cover for fellow workers’ annual leave, sickness, etc.  

About the job of Support Worker: 

We are looking for a Special Needs Support Worker to join our small home care team to look after a friendly, sociable and sensitive 11-year-old boy with physical and learning disabilities.  He is a wheelchair user whose speech is affected although he can vocalise some words and short sentences. He enjoys listening to music and playing computer games, being outdoors and doing activities with Support Workers. 

This role is directly employed by the client in a permanent role. There will be a 6-month probationary period.  

About you: 

  • Experience of working with children or young people with physical or learning disabilities is desirable but most important is your aptitude and desire to work with a young boy with complex needs 
  • You will have excellent communication skills, with a fluent level of spoken English  
  • Caring, trustworthy, reliable and with a positive outlook 
  • Able to follow guidance provided as well as use own initiative 
  • Able to build a rapport with our client to enable him to develop skills of independence in the home and community, building his confidence and supporting the development of his physical abilities 
  • Respectful of working in a family home environment 
  • A full, clean UK driver’s licence is essential (over the age of 25 for insurance purposes) 
  • Eligible to work in the UK. 

Apply Now

Contact us by following this link to our website for more information and quote MJKPMar2020.


 Embrace HR Limited is not an agency we are the HR Department for our clients 

Satisfactory references and proof of eligibility to work in the UK are required.  An enhanced DBS certificate is a requirement, criminal convictions may not necessarily prevent employment. 

This post operates a non-smoking environment at all times 

No agencies please 

Embrace HR Limited
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Housekeeper / Nanny in Maidenhead

Title : Housekeeper / Nanny 

Location : Maidenhead SL6

This is a role working directly with a family in their home to provide support to 2 boys. If it is of interest and you’d like to know more, contact us by following this link to our website and quote MJKPMar2020.

Pay: 

  • Week days £10 per hour 
  • Weekends £11.50 per hour
  • Bank Holidays £15 per hour 

Shifts:  

Various shifts are available for the Housekeeper / Nanny. Please let us know which interest you: 

Term time (Monday to Friday) 7.15am to 9am and 3pm to 6.30pm; occasional support on weekends (hours to be agreed with the family)  

There will be an expectation of some work in the school holidays and half term. Hours are flexible and to be agreed with the family. 

About the job: 

We are looking for a Housekeeper / Nanny to work with a lovely family who live in Maidenhead, SL6 

You will be responsible for general housekeeping duties and the care of two boys (age 13 and 10), the older one of whom has physical and learning disabilities. As the Housekeeper / Nanny you will therefore be expected to work alongside the team caring for him, as well as being mindful of his needs when not working directly with him The remainder of your duties will be with the younger son and the family in their home. 

Housekeeper / Nanny main duties and responsibilities:  

  • Playing age appropriate games and activities with the children, either together or individually 
  • Preparing meals for the family under the guidance of a dietician for the older son
  • Getting the younger son ready for school in the morning 
  • Taking the younger son to and from school 
  • Helping with the younger son’s homework 
  • Carrying out housework such as tidying, cleaning and laundry including maintenance of special needs equipment 
  • Carry out household shopping including of specialist stocks of the older son’s consumables 
  • Supporting the rehabilitation needs of the older son together with his team 

About you 

  • If you are interested in working with a child with complex needs, this could be an opportunity for you to work alongside our client’s Support Workers and receive training and support 
  • At least 2 years’ experience working as a Housekeeper / Nanny 
  • Excellent organisational skills, punctual, pro-active and efficient 
  • Able to work flexibly and to use own initiative 
  • Able to maintain effective working relationships 
  • Excellent verbal communication skills
  • Able to establish a good rapport with family and to help them as required with activities appropriate to the client’s age and functional abilities 
  • Confident about working in the client’s own home and sensitive to the needs and wishes of our client and his family 
  • Honest, reliable and trustworthy with a responsible attitude  
  • Fit to be able to move and handle, using appropriate techniques and equipment (training will be provided) 
  • Positive outlook, a sense of humour and a fun approach 
  • Fluent spoken and written English 
  • Respectful of working in a family home environment 
  • A full, clean UK driver’s licence is essential 
  • Experience in a similar role working with children is desirable but most important is your aptitude and willingness to work with the family to make a real difference to their lives. 

Apply Now

Contact us by following this link to our website for more information and quote MJKPMar2020.


 Embrace HR Limited is not an agency we are the HR Department for our clients 

Satisfactory references and proof of eligibility to work in the UK are required.  An enhanced DBS certificate is a requirement, criminal convictions may not necessarily prevent employment. 

This post operates a non-smoking environment at all times 

No agencies please 

Embrace HR Coronavirus advice

Going viral – a guide to Coronavirus for employers

Has your business been affected by the Coronavirus, now known as COVID-19? Do you know what to do if an employee is diagnosed, what your responsibilities are for other staff, or are you just not sure what you should be doing and when? Our easy guide will give you some answers…

Coronavirus causes flu-like symptoms and can lead to serious illness and even death. The disease first appeared in the Chinese city of Wuhan in December 2019, and since then has spread around the world.

So far, the number of cases in the UK has proved relatively low (273 out of more than 23,000 people tested), at the time of writing, with two reported deaths. You can keep updated on the ever changing situation here and here.

Companies need to ensure that they know what to do and when, as the virus spreads. According to the government, it is possible that up to 20 per cent of your employees could be absent from work as the spread reaches its peak. For SMEs in particular, this could mean that significant members (and numbers) of your team are not in the workplace. The Government has shared guidance for employers and businesses on their website.

Best practice for employers

Here’s our checklist for your organisation, which is simple and easy to employ:

  • Communicate with your staff so that they know what actions have been put in place in the workplace to keep everyone safe and healthy and your expectations of them.
  • Ensure there are plenty of places to wash hands, with hot water and soap. Remind staff to wash their hands regularly; the BBC have reported one company using an egg timer! Provide hand sanitiser and tissues and encourage the use of both.
  • Educate managers on the symptoms to look out for. Make it clear that anyone with Coronavirus symptoms (cough, fever, breathing difficulties, chest pain) should not come into work until they have contacted 111 (either by phone or online) and received advice.
  • Do you have staff travelling abroad? Consider whether travel is absolutely necessary at this time.
  • Do you regularly plan team meetings or sales conferences? Again, consider whether, in the short term, these could be held by conference phone or video link.

Reducing the risk

The World Health Organisation lists these ways to reduce the risk of infection. We suggest you and your staff follow these not only in the workplace but at home and in public spaces too:

  • Wash hands regularly with soap or use alcohol-based hand rub.
  • Sneeze or cough into a tissue or, worst case, into your elbow. Dispose of tissues into a closed bin.
  • Avoid contact with anyone with cold-like symptoms.
  • Ensure you practise food safety – using different boards for raw and cooked meat, and washing hands between handling.

The virus at work

The question uppermost for most companies is surely ‘What do we do if we have an unwell member of staff at work – and will we have to shut down the workplace if they are diagnosed with Coronavirus?

Current advice states that if the person is unwell and has come back from an area affected by the virus, they should keep 2m away from others, be separated in a room with a closed door, such as a sick bay or office, use a separate toilet and use tissues for coughs and sneezes and dispose of the tissues. They must call NHS 111 on their own mobile device to get advice or contact NHS online at: 111.nhs.uk, or 999 if they are seriously ill.

Should you have an infected employee in your office, you may not necessarily have to close down your workplace. After the individual has contacted NHS 111, you will be contacted by the local Public Health England (PHE) health protection team who will give further advice on assessment of the risk. You can refer to PHE’s advice and information online via their website.

Paying the price

What are the rules around sick pay if you have employees who have contracted the Coronavirus or who have to self-isolate?

The government has stated that anyone who has to self-isolate on the advice of NHS 111, or a doctor, (and not just those with confirmation of the virus) will receive statutory sick pay, or contractual sick pay if it is offered within your company, from day one.

Normally, you would require a fit note (formerly a sick note) after seven days of illness, but if the staff member is self-isolating this will not be possible, so as a company you will have to be flexible about this.

If you ask an employee not to come into work (because they have been to a high-risk area, for example), then they should be paid as usual. Currently, all travellers returning from China, northern Italy and South Korea, Japan, Macau, Malaysia, Singapore, Taiwan, Thailand, Cambodia, Laos, Myanmar, should self-isolate if they have a cough, high temperature or shortness of breath (even mild symptoms).

If you have staff returning from ‘lock-down’ areas – currently listed as: Northern Italy, Hubei province in China, Iran, and special care zones in South Korea, they should self-isolate regardless of whether they are showing symptoms or not.

You also need to consider your policy if an employee needs to take time off to look after a sick dependant or a child who is at home because their school has closed because of the Coronavirus. Ensure you know what your workplace policy is with regards to paid time off, family leave, or allowing staff to take any extra days as holiday.

What does ‘self-isolate’ mean?

You can direct a member of your staff who needs to self-isolate to the NHS website, which confirms the dos and don’ts during the 14-day period, including for those in shared accommodation.

What should I do in self-isolation?

Self-isolation means staying at home for 14 days, not going to work, school or other public places, and avoiding public transport or taxis, says Public Health England.

Common-sense steps include staying in a well-ventilated room with a window that can be opened. keeping away from other people in your home, and asking for help if you need groceries, other shopping or medication. It’s ok to have friends, family or delivery drivers drop off supplies to get you through the two weeks, but you shouldn’t have any visitors, PHE says. You can also have deliveries left on the doorstep.

Working from home

This is also a good time to look at your policy about working from home. You may have staff who do not want to come into work for a variety of reasons. They may be concerned about being in areas with high numbers of people – on the commute for instance. Try to be flexible if possible. Could you, for instance, allow them to come in earlier or later to avoid the rush hour?

As a good employer you should listen to their concerns. Make sure they know what has been put in place at work to ensure health and safety, but you must consider the wider health issues that could put your employee at a higher risk than normal. Those at particular risk may have suppressed immune systems, be pregnant, have respiratory issues, be older, or be living with long-term conditions such as diabetes, cancer and chronic lung disease. You may have to move them from high-risk sites (where they have contact with members of the public) or enable them to work remotely. Remember that employers have special responsibilities for pregnant or disabled staff.

There is no need to panic, but it is also wise to plan for a worst-case scenario, where staff members are unable to come into the office. For instance, make sure that office-based staff are able to use work chats, conference calls and can gain access to work servers (for files and emails) while working from home.

Need more advice?

If you need more advice than we have provided here, employers have access to a free ACAS helpline and to find more information for employers on the website, visit www.acas.org.uk/coronavirus.

Stop Press

The chancellor of the exchequer has announced £7 billion of extraordinary measures to help support businesses and individuals who will be affected by the covid-19 coronavirus outbreak in his first Budget. Click here to learn more.

If you would like to discuss this subject further and find out how we could help you comply with regulations, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 769 282 or contact us here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

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Embrace HR Update March 2020

As April draws closer, we are preparing for several changes that will come into effect during the 1st week of the month…

Employment Law Actions

Statement of Terms and Conditions of Employment

There are several changes taking place to the Statement of Terms and Conditions of Employment which is given to new employees or workers to form their contract with their employer. In addition to the existing criteria the statement will also need to contain information on the following:

  • Details regarding the days of the weeks the person will be working and whether or not these will be variable
  • Details of any paid leave in addition to annual leave and sick leave
  • Details of any other benefits not included elsewhere in the statement
  • Details of any probationary period and the conditions associated with it
  • Details of any training entitlement which will be provided by the employer
  • Details of any part of that entitlement which will be compulsory
  • Particulars of any other compulsory training which the employer will not pay for

In addition, employees will have the right to receive their Statement of Terms and Conditions on the first day of employment; previously this entitlement was within two months of their start date.

Lastly casual workers (also known by some as bank workers) will now be entitled to receive a Statement of Terms of Conditions.

Calculating Holiday Pay

At the moment the average holiday pay for atypical contracts (variable hours and variable pay), is based on a 12-week reference period which includes overtime and variable hours. This is going to be extended to a 52-week reference period which means the average holiday pay for a employees and workers will be based on the number of hours worked over a rolling year.

Break in Continuous Service

The amount of continuous employment an employee has accrued is important for working out their employee rights, for example the right to claim unfair dismissal after two years’ service. Previously if an employee left their employer and didn’t return until after one week, they would be deemed to have had a break in their continuous service. However, the qualifying period for a break in service is going to be extended from 1 week to 4 weeks. This means that if employees do not have a break of 4 weeks, their continuous service will count from the start of their previous contract. This will make it easier for temporary workers to have continuous employment and mean that they are more likely to qualify for various employee rights. This will particularly impact staff moving from bank (casual) to permanent positions or vice versa.

Parental Bereavement Leave

Parents and primary carers will be entitled to two weeks’ leave following the death of their child under the age of 18; or a still birth after 24 weeks of pregnancy. Employees with 26 weeks’ service or more will be entitled to two weeks statutory pay and other staff will be entitled to unpaid leave.

VE Day 2020

The early May bank holiday has been moved from Monday 4th May 2020 to Friday 8th May 2020 to celebrate the 75th Anniversary of VE Day.

Statutory Pay Rates

The National Minimum Wage (NMW) and National Living Wage (NLW) will increase from 1st April 2020:

National Minimum Wage

 

2019 2020
Employees over 25 years £8.21 £8.72
Employees aged 21-24 years £7.70 £8.20
Employees aged 18-20 years £6.15 £6.45
Employees aged under 18 years £4.35 £4.55
Apprentices £3.90 £4.15

Other Statutory Pay Increases:

  • Maternity, Adoption, Paternity, Shared Parental Leave pay is increasing to £151.20 on 5th April 2020.
  • Statutory Sick Pay is increasing to £95.85 on 6th April 2020.

Brexit

Embrace HR can offer specific advice to businesses in relation to how their employees will be affected by Brexit. Please contact us for more information.

Current Coronavirus news

Embrace HR can offer specific advice to businesses in relation to managing employees affected by Coronavirus. Please contact us for more information.

This link takes you to the ACAS website that sets out general advice to employers: https://www.acas.org.uk/coronavirus

Our Services

Embrace HR offers a range of services to help you manage and support the people working with you. We will not only ensure that you are legally compliant but also ensure that you have the best processes in place for the motivation and performance of the people working for you. Some of the services we provide are: recruitment, onboarding, disciplinary and grievance, family leave, performance management, engagement, management development. We work with BreatheHR to provide Cloud based HR Software.

If you would like to discuss these matters further and how it could help your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 01296 769 282 or contact us here.

If you would like to receive our quarterly newsletter, please sign up here.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR Limited
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NEW : Special Needs Nanny / Support Worker

Special Needs Nanny /Support Worker – FULL-TIME AND PART-TIME HOURS AVAILABLE

Hendon, North London, NW4

We are currently recruiting a Support Worker / Special Needs Nanny for a family in the Hendon, North London, NW4 area on behalf of our private client.

Role Details

This is a unique role working to support a 12-year old boy (the client) to fulfil his daily living requirements. You, as his Support Worker, will be required to work alongside their team and the family to ensure all aspects of daily living are adhered to. This is inclusive of but not limited to:

  • Medication administration
  • Personal care
  • Transferring
  • Communication
  • Food preparation and management
  • Household tasks
  • Appointment attendance

As this client has complex needs, there are many professionals involved in the support provided, including Physiotherapists and Occupational Therapists. The Special Needs Nanny / Support Workers will be required to learn the routines they provide in order to carry these out as part of the day to day support.

Requirements

An ideal candidate will be able to commute comfortably to NW4, have experience working with children, particularly with experience with Cerebral Palsy and communication. You will be patient, fun, caring person. You will have experience handling medication and supporting complex children with all aspects of day to day living. You will be a team player, flexible in your delivery of care and dedicated to your role and working well with fellow Support Workers.

You will be required to complete 6 weeks training prior to fully undertaking the role. This will enable you to be fully equipped to complete the job to the best of your ability. During this priod you will have the chance to get to the know the client and family and for them to get to know you.

Other details

Location: Hendon, North London

Payscale: Weekdays £11.00 per hour / Weekends £12.00 per hour

Part time and full time hours available

Family are fully flexible for the right candidate and are more than happy to discuss this during your interview.

You do not need to be a driver to apply for this role – whilst you will be attending appointments with the client, parents will also be in attendance and will be driving to and from the appointments.

This is a wonderful opportunity to work alongside a supportive team and family, where you will be fully appreciated and supported in the work that you do.

An Enhanced DBS is a requisite for this special needs and criminal convictions do not necessarily prevent employment.

Smoke free applicants only please.

Contact:

Cecily Lalloo by emailing us, or use the contact form at www.embracehr.co.uk/contact. Our privacy notice can be found here.

No agencies please.

Embrace HR Limited
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Housekeeper / Nanny