Buzzacott HR Consultancy Website Questionnaire

With employment tribunal claims at a record high employment is a high risk area for every company or organisation. Whilst there is a maximum award for claims associated with unfair dismissal, there is no upper limit for claims associated with discrimination.

Complete this short questionnaire to check how compliant you are with UK employment legislation.

1. When must an employer offer an employee working in the UK his/her full Statement of Terms and Conditions of Employment?
   From day one
   Within 1 month of employment start date
   Within 2 months of employment start date
2. The maximum civil fine for employing someone who does not have the right to work in the UK is:
   £5,000
   £10,000
   £25,000
3. How often should a UK employer make right to work checks for those employees who have limited leave to remain in the UK?
   Every six months
   Every twelve months
   Every two years
4. What does SMP stand for? Single Monthly Payment
   Statutory Maternity Pay
   Single Maternity Premium
5. For what period must an employer pay statutory sick pay to employees who are absent from work due to sickness? Up to 15 weeks
   Up to 26 weeks
   Up to 28 weeks
6. Employees on long term-term sick leave: Do not accrue any annual leave during their period of sick leave
   Accrue annual leave during their period of sick leave and receive pay instead of annual leave
   Accrue annual leave during their sick leave and can carry the leave forward to the next annual leave year
7. The statutory annual leave entitlement for a UK employee is: 20 days paid leave and 8 paid public bank holidays
   20 days paid leave and 8 public bank holidays
   28 days annual leave
8. Is it legally safe to require your employees to retire at age 65? Yes, always
   Yes, provided there's a retirement age clause in the Statement of Terms
   Yes, if this is the employer's normal retirement age and a fair procedure is followed
9. Based on the Information and Consultation of Employees Regulations an employer has an obligation to inform and consult elected representatives when: 50 or more employees are employed
   100 or more employees are employed
   150 or more employees are employed
10. An employer should take account of the ACAS Code for disciplinary and grievance when dealing with: Misconduct, poor performance, capability and all redundancies
    Misconduct, poor performance and expiry of fixed-term contracts
    Misconduct, poor performance and capability, but not redundancies or expiry of fixed-term contracts
11. An employee has the right to be accompanied at a disciplinary or grievance hearing by: A work colleague, recognised trade union or trained union's representative or official
    A work colleague, family member or a trade union representative or official of their choice
    A work colleague, a trade union representative or official sanctioned by the employer
12. Employers must consider flexible working requests from employees who are: Carers as well as parents of children aged 5 or under
    Carers as well as parents of children aged 6 or under (18 if disabled)
    Carers as well as parents of children aged 16 or under (18 if disabled)
13. How many breaks is an employee, over the age 18, entitled to take during daytime working hours? Two twenty minute breaks every 8 hours
    One twenty minute break every 6 hours
    Half an hour break every 5 hours
14. How often should a Certified 'First Aider at Work' certificate be renewed? Every two years
    Every three years
    Every four years