FAQs

Suspension should not be an automatic action and should only be considered when there are no alternative options. The seriousness of the allegation, the risks in them remaining at work and the impact on the employee should be taken into account. Consider alternatives to suspension such as moving the employee to a different part of the organisation, stop doing part of their job or working from home. It is important to offer support to the employee if you do decide to suspend them and be clear that it is not an assumption of guilt. Check your organisation’s Disciplinary Policy for guidance relating to suspension. If you are unsure whether it is the right action, Neo People Management can provide advice.

If the organisation has a Leave of Absence Policy (or similar) this should provide guidance and every employee is legally entitled to time off in certain circumstances, however each situation should be considered on its own merit and the organisation should consider a balance of compassionate support and how much absence you can reasonably allow. Check your policy for indication of whether the leave should be paid but often this is a discretionary matter, for example, you may offer one or two days of paid absence, and any further leave may be unpaid or covered by holiday (if appropriate). For guidance on individual cases, contact Neo People Management.

For a redundancy to take place, you must be able to demonstrate that the employee’s job will no longer exist. This could be due to the business closing down (or moving location), changing what it does, or how it does it. Steps should be considered to avoid redundancies, for example, by redeploying staff, reducing hours or offering voluntary redundancies. If you need to proceed with a redundancy process, you will need to create a business case which identifies roles for redundancy, hold consultations with affected staff, manage the selection process (if applicable) and be prepared to manage any appeals. For professional support throughout, Neo People Management have a wealth of experience in handling a complex process with care and sensitivity. 

All employers have a responsibility to promote and support employee’s wellbeing. Menopause is impacting women’s health and wellbeing. Ensure that you have a menopause policy in place, organise training and educate line managers. Promote open talk about menopause. Neo People Management will help you to create a policy and discuss HR support to raise menopause awareness. 

Before you make any decisions, please check your policy. Discuss with the employee the reasons for absence, what adjustments you can offer and if there is a possibility to re-deploy to another role. Please contact Neo People Management to discuss every individual case. 

Discuss with the employee the reasons for the request. Provide flexible working policy. Pleased be aware that currently to be eligible to request flexible working hours the employee needs to be employed for 26 weeks. 2023 is going to bring a change to this legislation and employees will have the right to request flexible working from day one of their employment. Neo People Management will discuss with you every individual case and provide support during the process.