Employment news from Spirit HR
Jubilee Celebratory Newsletter from Spirit HR
Autumn is rolling in nicely and we're enjoying the season's colours.   This month we bring you news of a religious discrimination claim heard at ET that centred around lies and beliefs. But who had the evidence and what was the outcome?  We also report a claim of unfair dismissal following a redundancy.  This highlights how one small error can be hugely expensive in defence costs alone.  Our final case relates to restrictive covenants - is this clause enforceable, and is it reasonable?  How do yours shape up?   Our Diary section, as ever, has key dates including, following on from the success of the first, our second FREE HR SURGERY.  Secure your slot - perhaps for seasonal related questions.  Our Top Tip focuses on poor performance while we hope our Through for the Day will raise a wry smile - it's our favourite at the moment!


Christian employee claims discrimination alleging he was required to lie

This dismissed employee made a Employment Tribunal claim against his former employer citing religious discrimination on the grounds that he was required to lie to potential customers, and that was against his Christian beliefs.  ET decisions are sometimes surprising - read the outcome of this case here ...

Was this case unfair dismissal following redundancy, or not?

This Council thought they'd managed to get a redundancy process correct - but, found themselves at ET after failing to distribute one redrafted document, and passing on one piece of information which, it was claimed, led to unfair dismissal.  But, according to the ET, did it?  Read the decision here ...

If you have restrictive covenant clauses, are they enforceable?

Do you sleep easy at night knowing that your employment contracts have good restrictive covenants clauses?  (If they have none, please, give us a ring today!).  For those who have clauses, are they correct, suitable, relevant and importantly actually enforceable?  Read this case that sheds some light on this court's thinking (although we should note, the whole subject is up in the air in other courts, including the Supreme Court).

Free HR phone-in Surgery

We've decided to repeat our successful free HR Surgery to allow those who didn't get a slot last time to try again.  Last time, questions ranged from redundancy, poor performance, suitable questions for interview, grievances, and much more.  Maybe you have questions about sickness which can increase in winter?  Circle 1st November in your diary and find out how to book your slot here.  

Thought for the day

“If you're going to jump off the bridge, make sure you know how deep the water is@lifehackorg 

Diary Dates

Diary Dates

1 October 2013
Pension auto-enrolment staging date - 800 - 1,249 employees

1 October 2013
National Minimum Wage increases

1 November 2013
Spirit HR's 
FREE HR surgery - book your slot

1 November 2013
Pension auto-enrolment staging date - 500 - 799 employee

1 January 2014
Pension auto-enrolment staging date - 350 - 499 employee
Dealing with poor performance

Dealing with a poorly performing employee can be tricky - and delicate in smaller organisations. If you've done it before, remember - the law changes constantly meaning yesterday's practices may not be acceptable today.  Read our Top Tips to help you on your way.

Here's what our Clients think of us ....

Despite having our own in-house HR team for our 150 staff ... we felt the need for specialist support and guidance on some difficult HR matters. Spirit HR responded promptly to our enquiry, and quickly understood the situation in our business. As anticipated, things did become very difficult, but Spirit HR continued to provide advice, guidance and a presence on-site. Also to our benefit, with Spirit HR’s solution we were able to retain the skilled staff we needed. Throughout this time Spirit HR forged excellently working relationships with our own HR team. We would recommend their services to any local business.

James Prince  |  BCC Marketing  |

Read all our testimonials here 

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