Thank you and best wishes for the festive season
This is just a short interlude between episodes 113 and 114, which are covering Managing Sickness Absence, in order to say a big thank you for your support over the last year and for listening to the podcast.
It is also to inform you that the next podcast will be back on or around the 21st January 2019 when I will be covering listener questions about sickness absence.
I also wanted to take the opportunity to remind you that as a firm of Solicitors we provide advice and assistance to Employers and Employees on all aspects of employment law and would be very happy to help you in future, just drop me an email to [email protected] and we can set up a free, no obligation, telephone call or Skype call.
It is also a reminder that we have a fortnightly free newsletter which covers various topics and updates that are not normally covered in the podcast. For example in the last newsletter before Christmas I covered the recently announced employment law reforms, known as the ‘Good Work’ reforms. If you want to learn more you can read the full article here: https://adviceforemployers.co.uk/2018/12/18/government-announce-employment-law-reforms/
The next newsletter due out on the 2nd January 2019 gives a full run down of all of the articles and issues covered in newsletters in 2018 so be sure to subscribe now to get your copy:
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If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion – [email protected] or you can find full details here: HR Harbour
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Appointments are available on the telephone or via Skype throughout the UK.
Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
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