Environment, Heath and Safety Membership
Everything you need to improve EHS knowledge and performance in your organisation. With three membership levels available to choose from, you’re sure to find a support package to suit.
A: Interim staff are temporary employees used by businesses of all shapes and sizes for a set period or to manage certain projects. Often, interim staff fill a position on short notice and will have more flexible terms than permanent employees.
A: The Management of Health and Safety at Work Regulations, 1999 mandate that employers must take health and safety advice from a competent person and the same regulations then define competency as “sufficient training and experience or knowledge and other qualities.” In in the field of environment, health and safety (EHS), this definition can be met in most manufacturing businesses (and other high-risk sectors) by someone who is a Chartered member of IOSH (CMIOSH) or a Practitioner member of IEMA (PIEMA). Click here to find out more about EHS competency.
A. Absolutely. Make UK will ensure that the staff member provided meets the definition of competency for your particular need.
A: Yes, of course. The Make UK team have supported organisations with a range of critical projects, such as gaining ISO accreditations and closing improvement and prohibition notices.
A: The charge for this service is calculated on a day-rate, which will be based on the specific expertise required and the length of cover needed. We start by understanding your specific requirements and formulate a cost based on a solution that we jointly agree best meets your requirements.
A: There is no required term, contracts are flexible to meet your requirements.
A: Using an interim to cover for a period of absence can take the pressure off by ensuring continued compliance whilst giving you more time to find someone to fill the post on a permanent basis. Using an interim to support a particular project gives you peace of mind that the job is being done properly and a neutral third-party input.
How should we calculate a statutory redundancy payment?
If an employee is dismissed by reason of redundancy and the employee has two or more years' continuous service, they will be entitled to receive a statutory redundancy payment. This should be calculated according to a statutory formula based on age, weekly pay and length of service. To calculate a statutory redundancy payment, you should use the following formula:
- for each complete year of service below the age of 22: 0.5 week's pay
- for each complete year of service between the ages of 22 and 40: 1 week's pay
- for each complete year of service from age 41: 1.5 weeks' pay
When calculating how many complete years of service fall within each of the age bands, you should count backwards from the employee’s termination date, not forwards from their start date. There is a cap on a week’s pay which is adjusted annually (£700 per week from 6 April 2024) and the maximum number of years' service which can be taken into account is 20 years
The Government’s online calculator can assist with this calculation. (Note, though, that the online calculator is not able to take account of adjustments to the calculation that may be required, for example where an employee is dismissed with no notice or with less than the statutory minimum notice period, or where the employee has started but not completed a statutory trial period in an alternative role. We recommend that you seek advice on calculating statutory redundancy pay in these circumstances.)
Note too that some employers choose to offer an extra payment in addition to the statutory payment outlined above, but this is not a legal requirement.
If you are a Make UK subscriber, you can speak with your regular adviser and/or access further information about redundancy payments and related issues in our HRL Resources. If you are not a Make UK subscriber, you can contact us for further support on this topic or to access our resources please click here for information on how we can help your business.