Stephanie is an employee relations specialist, qualified as an Associate CIPD member since 1998, with 25 years’ HR experience, 17 of which are in consultancy.
Stephanie joined the HR Solutions team in August 2018 and has advised a range of our clients on areas such as changing terms and conditions, restructure and redundancy, absence and performance management, and disciplinary and grievance issues. Previously, Stephanie has worked with clients to address organisation-wide absence problems, consultation on changes to benefits packages, and collective redundancy consultation.
Stephanie also works with start-up businesses to put compliant Employment Law documentation in place and can advise on Directors Service Agreements, Contracts for Services, Term Time Only or Annualised Hours Contracts or any other “atypical” Contracts, as well as Settlement Agreements.
The Furlough Scheme is due to end on 30 September we explore the next steps businesses have to take
We explore the HR challenges that lay ahead for the Travel and Tourism sectors
We outline the key employment updates that you need to know
If you are seeking to rely on non-Settled EU nationals for labour in the future, you should be applying for a Sponsorship Licence now.
The deadline for applications for the EU Settlement Scheme is 30 June 2021.
With air bridges now established and people keen to get way after coronavirus lockdown we explore the latest guidance for employers and employees concerning holidays abroad.
We outline the key details from the Plan for Jobs and how it will impact hospitality businesses
From 1st July 2020 the Coronavirus Job Retention Scheme (CJRS) will allow employees who have been previously furloughed to return on reduced hours.
Find out more details about this latest update to the Scheme.
We explain how employers can access the Job Retention Scheme (JRS) to continue paying 80% of the salary for employees.
A Building Service Design Firm was not bringing in new business and forecasted a reduction in business growth over the next 12 months. The Firm was required to make cutbacks as there was an imbalance of Electrical Designers against the forecasted business needs.
We advised the client they had a genuine business case for redundancy and explained what was required to complete a redundancy process. We helped the client prepare the business case for redundancy as well as a script to be used in the announcement meeting to the affected employees. We explained the different stages of the redundancy process including the announcement meeting, consultation period, selection criteria and notice of redundancy. We provided the client with all relevant documents that would be used during the redundancy process including the at-risk letter, meeting invite letters, consultation letters, selection criteria template, final meeting invite letter and confirmation of redundancy letter. We also calculated the notice and redundancy pay entitlements.
We provided remote support via telephone and email throughout the consultation period, advising the client on how to handle and respond to queries and questions, and reassuring them throughout the process.
The Firm successfully concluded the redundancy process within the scheduled timeframe of three weeks and reduced their headcount of Electrical Designers from four to two. No employees appealed against the redundancy decision as the Firm was transparent and sympathetic to the employees affected by the proposal.
The Government has released more details about the changes to the UK Points-Based Immigration System which are due to take effect from 1 January 2021 and which will result in EU and non-EU nationals being treated equally.
How our HR Solutions team helped guide a leisure and hospitality business through the best way to review current contracts
A leisure Company providing sightseeing tours on the River Thames in London struggled every year to provide the required boat crew to deliver their peak season schedule as there was no succession planning in place.
The Company had wording put into the contracts of employment to advise boat crew that no holiday would be allowed during peak season from May to September unless in exceptional circumstances.
The client is a retail store operating in the UK but with a US parent company. They already had Contracts of Employment in place when they came to us for advice.
They were looking to dismiss a Shop Assistant with under two years’ service on performance grounds. We advised on the facts that the dismissal was safe; however, the contracts provided for a two month notice period which the employer was obliged to give or make a payment in lieu of.
How our HR Solutions team helped guide a transport/logistics business through the best way to review current contracts
An airline Company were expanding their operating bases across Europe and required support to help with the recruitment of cabin crew in the newly operated European bases.
The Company had to be careful in their recruitment methods and be consistent in their approach to treat everyone that applied fairly and equally to avoid any potential discrimination claims during the recruitment process.
A Stables wanted a review of their Contract of Employment, specifically in respect of pensions, holiday entitlements and holiday pay, working hours and breaks. They had a document in place which in reality was an Offer Letter; it didn’t satisfy the statutory requirements for a Contract of Employment. In common with a lot of small businesses, they didn’t want something in “legalese”, and needed documents which were fit for purpose to reflect “how things work” in that industry”.
We worked with the client to produce Offer Letter and Contract templates which were both legally compliant and in plain English, and which also reflected how the equestrian industry in general and their business specifically operated. This included flexibility regarding hours of work on hunt, show or competition days, provision of on-site accommodation, and a “dog agreement”. We were also able to advise on general Employment Law and how it related to her business along the way.
A manufacturer of coldrooms and refrigeration systems received a grievance from an employee. She had relative short-service but raising a grievance is a day-one right. In addition, she was alleging various acts of discrimination for which an employee doesn’t have to have a minimum length of service in order to bring a claim for discrimination in the Employment Tribunal. Awards for discrimination are not subject to the £86,444 cap so potentially this could have been costly.
11 Merus Court
Meridian Business Park
T: +44 (0)116 2894289
My favourite benefit of working with MHA MacIntyre Hudson is having access to a huge network of knowledge but still having the direct personal feel when dealing with the local office team. Callum Bates -
J Bates & Son
Great team to work with; a great cultural fit with our business, knowing when to listen and when to take charge. The quality of professional advice and guidance throughout was essential in making this deal happen. Richard Anderson - Fenmarc Produce