The company subscribes to complying in full with both the Equality Act 2010 and The Employment Rights Act 1996.

Equality Act 2010
This act came into force on 1 October 2010. It brings together over 116 separate pieces of legislation into one single Act so that it is easier to use. It sets out the personal characteristics that are protected by the law and the behaviour that is unlawful. Simplifying legislation and harmonising protection for all of the characteristics covered will help Britain become a fairer society, improve public services, and help business perform well.

Employment Rights Act 1996
The following contains a summary of the original main provisions of the 1996 Employment Rights legislation:

Contract of Employment
The original 1996 Act determined that a contract of employment should be provided within two months of starting a new job. That contract, or ‘written statement of particulars’, must outline important information such as job title, wage, hours of work and employment duration (if the contract is for a fixed time-frame). That contract needs to be signed by both the employer and the employee..

Rest Breaks
Under the Employment Rights Act 1996, employees became formally entitled to daily and weekly rest breaks. On a daily basis, the Act required a break of least 20 minutes for people who work over six hours consecutively.

Parental Leave
This Act included provision for antenatal care, up to 52 weeks of maternity leave and at the time a minimum of one week of paternity leave.

Long Service
Under the 1996 legislation, employees who had worked for the same employer for an extended period of time became entitled to more benefits. For example, after six months employees were now entitled to ask for flexible working, after 12 months they were now able to request parental leave, and after 24 months they could now claim unfair dismissal.

Notice of Dismissal
Under the 1996 Employment Rights Act, for employees in place for longer than a month, their employers must inform them of dismissal in advance. Employees were themselves also required to  provide notice if they planned to to resign. The period of notice must be of ‘reasonable’ length, under the legislation, which is influenced by the employment duration.

Unfair Dismissal
Under the Employment Act 1996, employers must provide a reason for sacking staff. Unfair grounds for dismissal include requests for flexible working and defence of statutory rights. Employees dismissed on these grounds, as well as those on the basis of constructive dismissal, have recompense to an employment tribunal.

Employees can be fairly dismissed if they are no longer considered capable or qualified for the role, if their conduct has been unacceptable, if they retire, or if they are made redundant, among other substantial reasons.

Redundancy Payments
If an employee is dismissed because their job has become redundant (no longer necessary) and they have worked for that employer for at least two years, the Employment Rights Acts 1996 specified that they were entitled to receive a sum of money in the form of redundancy pay, from their employer.

Employer Insolvency
If an employer becomes bankrupt and is thus unable to pay its employees, the Act specifies how the State will compensate an employee who is affected.

To do all of the above effectively and fairly, a two part form will be provided for each applicant to complete. CV's will not be entertained at the first stage of this process.

The application will, on arrival, be seperated, so that the HR Manager will retain the applicants contact details and the recruting manager will consider the applicant based on the skills information provided within part two of the application form.

At the moment, we have ceased recruiting smart, forward thinking personnel who,
like us, have the mindset that “Nothing is impossible, the impossible just takes better planning !”