I could not have done this without you…


Women Inspiring Women Awards





I just want to say a huge thank you to everyone that voted for me in the ‘Women Inspiring Women’ Awards.

I am delighted to tell you all that I won the ‘Woman in Business’ Award and was finalist in the ‘Inspirational Woman’ Award.

Jacqui Womens Awards

Thanks again. Without your votes this would not have been possible, you have all made me a very happy lady.

Well done to all, click here to see all the winners & finalists!

Jacqui Mann




Women Inspiring Women Awards


Women Inspiring Women Awards

Jacqui MannOur MD Jacqui Mann has been shortlisted for two awards in the Women Inspiring Women Awards and we’d be absolutely thrilled if you’d please vote for her before midday on 16th May. Please follow the steps below…

Visit Jacqui’s nomination page on the Women Inspiring Women Awards website and follow the link ‘Click here to register to vote’.

Enter your name and email address on the voting registration page. As soon as you’ve done this you’ll be sent an email with details of how to vote. If you don’t receive this email right away, please check in your spam folder.

Click on the link in the email to be taken to the voting page. It’s vital that you do this as it confirms that you’re a real person (otherwise your vote won’t count). This link is unique to you and must not be shared.

Cast your vote on the voting page. Jacqui has been nominated for Woman in Business and Inspirational Woman. You can vote for as many people in as many categories as you wish, although obviously we’d love it if you’d please vote for Jacqui!

Go to page 6 (the final screen) of the voting and enter the same Name and Email Address that you used when registering to vote. This is designed so that the voting is secure and fair. Then click on the Finish Survey button and you’re done!

The deadline for voting is Midday on Thursday 16th May. The winners are to be announced at the Awards Ceremony & Dinner on Friday 17th May. Thank you so much for your support.

The JMA Team



An Employers Guide to Adverse Weather


With the disruption that’s been caused with the recent snowfall and adverse weather conditions, and reports indicating more to come, we come up with an employers guide to adverse weather that  highlights the issues you may face and practical advice on dealing with them:

What if my employee cannot get to work due to the severe weather conditions?
Employers are not obliged to pay employees if they are unable to get to work and carry out their work required by the company. However, employers can choose to pay employees as a goodwill gesture.

What if my employee has to stay at home and look after their child due to a school closure?
This is a popular problem that most employers face. Employees are entitled to time off for emergencies related to their dependants. This time however can be unpaid.

Can my employee work from home?
It may be worth looking into whether your employee is able to carry out some of their day to day duties and work from home. If an employee suggests working from home they are only entitled to be paid for work carried out so you can pay employees pro rata for any hours worked. However, this can be difficult identifying and proving exact hours worked. If you as an employer agree that your employee can work from home, you should expect to pay them their normal rate of pay.

Can I make my employees take the time off as annual leave?
Employers cannot force employees to take any time off as annual leave. You can however decide between employer and employee whether they should take their time off as annual leave, unpaid leave, or possibly make the time up.

Due to the temporary nature of adverse weather conditions, you may wish to exercise good will when dealing with the above issues, and pay employees who cannot attend their normal place of work through no fault of their own.

Also Read: Ensuring your staff achieve a good attendance record


Redundancy consultation period will be halved


The Government have announced plans to reduce the current 90 day minimum period, before large-scale redundancies can take place to 45 days. This controversial announcement has prompted Unions to accuse the Government of making it easier to sack staff.

At present, companies must consult with staff for a minimum of 30 days before making more than 20 staff redundant, or 90 days when 100 or more jobs are at risk.

The changes form part of the government’s commitment to review employment law to support business and concentrate on growth.

Draft regulations will be laid in the New Year and the changes are expected to be made with effect from 6 April 2013.


Do staff holidays add up?


While we all look forward to our holidays, calculating holiday entitlement for staff can be difficult and confusing, especially if you have part-time workers.

In April 2009 the holiday entitlement for a full-time employee increased to 28 days or 5.6 weeks paid leave per year. There is no statutory entitlement to paid leave for public holidays. Any right to paid time off for such holidays depends on the terms of the employment contract. If your business is closed on a public holiday, then you can include the public holidays as part of the statutory 28 days or 5.6 weeks holiday entitlement.

The holiday entitlement due to employees depends on the number of days that they work. This is where the confusion arises. Holiday entitlements for a full-time employee are based on the number of days a week they work, not the hours that they work.

For example, if an employee works five days a week and seven hours a day, they are entitled to 28 days holiday. If an employee works five days a week and two hours a day, they are also entitled to 28 days holiday. They will only be paid for the hours they would have normally worked.

5 days a week 28 days
4 days a week 22.4 days
3 days a week 16.8 days
2 days a week 11.2 days
1 day a week 5.6 days

If you have included the bank holidays in the calculation, then more confusion arises. Let me explain.

At the beginning of the holiday year you will need to look at which days the bank holidays fall on. Most are Mondays. You will then need to look at all employees who work four days or less, and if a bank holiday falls on a day they normally work, you must deduct that from their holiday entitlement. Once you have deducted all of these, you will then be left with the days they can then take as holiday for the rest of the year.

Part-days cannot be rounded down, they can only be rounded up. Or you may want to consider letting the employee come in late one day, or finish early.

If you currently give employees who work less than five days a week all eight bank holidays, then you are giving them too much holiday, which means an additional cost to the business. It also means they have more holiday than employees who work five days a week. Interestingly, if an employee works more than five days, the holiday entitlement does not increase.

You have to ask yourself – can your business really afford that additional cost?