Welcome to the first in a series of short multi-choice quizzes designed to test your knowledge of all things HR! Answers to this week's quiz will appear on our site on Thursday (24 July). Good luck!
1. For the purpose of calculating redundancy pay, what is the current maximum statutory rate for a week's pay?
2. What is the new time frame (as of May 2014) for supplying employee liability information under the amended Transfer of Undertakings (Protection of Employment) Regulations?
- 14 days
- 21 days
- 28 days
- No time limit just whatever would be a reasonable period in the circumstances of the transfer
3. As of May 2014 claimants are not allowed to raise a claim for unfair dismissal at an Employment Tribunal before they have done what?
- Notified Department of Business Enterprise and Regulatory Reform (DBRR)
- Raised a formal written grievance with their employer
- Entered early conciliation with ACAS
- Attempted mediation
4. If a claimant is not entitled to remission on Tribunal fees, how much are they required to pay to the Tribunal in order to enter a claim of disability discrimination and unfair dismissal?
5. Following the implementation of the Growth and Infrastructure Act 2013, companies can now enter into arrangements with employees where they trade a limited number of company shares, in return for the employee surrendering certain employment rights. Under this scheme, which right would NOT be capable of surrender?
- The right to request time off to study or for training
- The right to a redundancy payment
- The right to request flexible working
- The right to claim unfair dismissal for termination in breach of the Equality Act 2010
6. In April 2013 the rules in relation to the length of time needed to consult employees on a collective redundancy, changed. If an employer proposes to make 100 or more employees redundant within a rolling 90 day period, what is the minimum period of consultation that must take place first?
- 90 days
- 30 days
- 45 days
- 28 days
7. An employee's contract of employment states she is entitled to 3 months notice on termination of employment. She has worked continually for the organisation for 7 years. If she is made redundant whilst on maternity leave, how much notice is she entitled to in order to lawfully terminate her employment?
- 3 months notice
- 12 weeks notice
- 7 weeks notice
- She can't be lawfully terminated as she is on maternity leave
8. You can now be fined up to £20,000.00 for each person you employ illegally. Which of the following would you currently be lawfully allowed to employ?
- The Nigerian husband of a Norwegian woman on maternity leave
- A Japanese national with a business visit visa
- An Australian national with a fiancée visa
- The Chinese holder of a Tier 1 (Entrepreneur) residence permit
ANSWERS to the quiz will be posted on our site on Thursday 24 July – check back to see how you have done! If, in the meantime, you would like advice on any area covered in the quiz please contact
Mark Broad – Partner, employment team Winchester
Kitty Falls – Solicitor, immigration team Southampton