Is your business at risk of legal compliance issues? Take our 'Risk-Proof Your Workplace' quiz to find out how prepared you are to handle workplace challenges! Click here to take the quiz: https://t.co/jLyABDmTUz #compliance #EmployeeEngagement #quiz

Were you able to let your employees take their annual leave while they received furlough? If not your situation needs to be handled with care. We can help you ensure your employees receive what they are entitled to while minimising the effects on your business. #HumanResources

If any of your furloughed staff require reasonable adjustments because they have a progressive illness, it is unlikely that the ones you had in place pre-pandemic are still relevant today! #HumanResources #Equality #returntooffice #HR #SMEUK

Your furloughed employees are likely to have suffered in some way since you last saw them. They might have lost a loved one, suffered from isolation, or become a carer for a loved one. Supporting their mental health is now essential! #HumanResources #mentalhealth #returntooffice

Three simple steps to help your team return to work after furlough ends: • Don't make their first day overwhelming • Offer them training when necessary • Remind them of safety regulations and inform them of any new ones #HumanResources #HR #returntooffice #furlough

With Furlough ending later this week, don't expect your staff to be able to pick up where they left off straight away. Welcome them back to the office in the same way that you would usually welcome a new employee! #HumanResources #furlough #HR #returntooffice

If an employee comes to tell you that they've become a carer for a loved one who has Alzheimer's, you might agree to some level of flexible working or additional unpaid leave. Knowing there is an option is enough for some. #HumanResources #WorldAlzheimersMonth #carers

Did you know that the youngest person in the UK to be diagnosed with Alzheimer's was in their early twenties?! In fact, 5% of people diagnosed with Alzheimer's are under the age of 65. #WorldAlzheimersMonth #HumanResources #HR #AlzheimersDisease

If your employee finds it difficult to plan for themselves, use colour-code or numbers to help them prioritise their job duties. #WorldAlzheimersMonth #ReasonableAdjustment #HumanResources #EqualityAct

If your employee is easily distracted, use colours and illustrations to highlight information and provide them with a quiet office to work from. #WorldAlzheimersMonth #ReasonableAdjustment #HumanResources #EqualityAct

If your employee suffers from fatigue, give them extra time to meet deadlines, allow them to take breaks and consider flexible hours. #WorldAlzheimersMonth #ReasonableAdjustment #HumanResources #EqualityAct

If your employee has short-term memory impairments, present information through multiple modes, repeat instructions if required and allow them to use memory aids such as checklists and recorders. #WorldAlzheimersMonth #ReasonableAdjustment #HumanResources #EqualityAct

As stated in the Equality Act 2010, if one of your employees is diagnosed with Alzheimer's, they are protected from discrimination and you must consider implementing reasonable adjustments to allow them to continue working. Check the thread for ideas! #WorldAlzheimersMonth #HR

Do you want a Dementia-friendly business? Here are some simple steps to get you started: • Ensure that you communicate clearly • Have awareness posters up • Have clear signage • Train your staff to provide support • Educate yourself #WorldAlzheimersMonth #HumanResources

If you make your business dementia-friendly, your business becomes accessible to everyone. Doing so isn't easy but will ensure you comply with the Equality Act 2010 as well as improving your customer service and increasing revenue. #WorldAlzheimersMonth #HumanResources #Equality

If an employee sends you a statutory request, you must reply within 3 months. If accepted, the terms and conditions in their contract need to change. If refused, you must give the business reasons for the refusal. Either way, we can help you! #HumanResources #flexibleworking

• details of the flexible working pattern you want • date on which you would like the change to start • how you believe flexible working might affect the business and how this could be dealt with • a statement saying if/when you've made a previous application #HumanResources

If you have been working for an employer for the last 26 weeks, you have the right to request flexible work. You must write a "statutory request". Check the thread to see what to include in your letter! #HumanResources #HR #flexibleworking #WorkFromHome #remotework #flexiblework

If you are a working father and your employer has refused your flexible work request, make sure they had a legitimate business reason to do so. If they have accepted a similar request from a working mother in the past, it is unlawful direct sex discrimination. #HumanResources #HR

As an employer, can you refuse if your employee requests flexible working? If you have a legitimate business reason, YES! If you refuse a request from a working mother without a good reason, you may be committing unlawful indirect sex discrimination. #HumanResources #HR