This month, Manuela Grossmann, our HR specialist will be talking in-depth about flexible working and how the new legislation will affect employers. 

Top tips on how to manage flexible workforce

Midweek Masterclass - October 

The HSE has recently published their work-related fatal injuries statistics for 2024.

Figures show that 138 workers were killed in work-related accidents. 

We have a wide range of health and safety awareness and management courses, take a look 

Work-related fatal injuries in Great Britain 2023/24

Health and Safety Executive statistics for 2024

We are excited to announce our partnership with Staff Squared, an innovative HR software platform!

SSG partners with Staff Squared - HR software for small businesses

There is no fixed period of time that an employer needs to let pass before they can recruit into a position that was previously made redundant. 

Employers do need to consider if recruiting to a role that was made redundant would undermine the fairness of the original decision to dismiss, and if the ex-employee would regard the reason for their dismissal to be fair or genuine if the company recruits too soon.  

We would recommend a minimum timeline of three months before recruiting into the role. This corresponds with the three-month limitation period for an ex-employee to raise a tribunal claim.

However each situation does need to be considered on the facts of the case. Take for example a situation where an employer has had a decline in orders and work volumes and decides to reduce headcount and make a role redundant. If a month after the redundancy a new order is won and work volumes ramp back up then it almost certainly going to be reasonable for that employer to recruit into a post that was recently made redundant.  