Questions and Answers

We are interviewing for a vacancy and an applicant has chosen to disclose that they have a birthmark that qualifies as a disability — how should we manage this?

How do we carry out a risk assessment to improve the security of our care home premises and what factors should be considered?

We have decided that a number of employees need to be on call to respond to emergencies outside of normal hours. These employees are arguing that the on-call periods should be treated as work time under the Working Time Regulations and therefore health and safety legislative requirements would apply. Is this the case?

Is there a way I can avoid using employees and the resulting paperwork? Can I just use self-employed or independent contractors?

What does the Good Work Plan say about employment status?

How is employment status determined?

We have just realised that one of our first-aider’s certificate expired three months ago. Can this person still act as a first aider and can they still requalify or do they need to take the whole First Aid at Work course again?

How does continuity of service get broken and what situations preserve continuity?

How do I calculate continuous employment?

What is continuity of service and why is it important?