Thank you to everyone who took part in last month's quiz. Answers are below!
1. Employees under notice of redundancy have the right to take reasonable time off during working hours to look for a new job or secure training for future employment. In the event that the employer unreasonably refuses to allow an employee time off for these purposes, and the employee brings a successful claim against the employer, what is the maximum amount a tribunal can award to the employee in recompense?
A: 40% of the employee's weekly pay (uncapped)
2. Continuity of employment is vital in determining whether or not an employee is eligible to bring certain statutory claims against their employer. If the continuity of employment is broken, the employee may lose his or her right to bring a claim. If an employee is absent due to illness or injury, at what point (if any) will their continuity of employment be broken?
D: Continuity will not break
3. Under the Agency Workers Regulations 2010, agency workers are entitled to the same pay and other 'basic working conditions' as equivalent, permanent staff but only after a qualifying period. How long is the current qualifying period for agency workers?
C: 12 weeks
4. The National Minimum Wage (NMW) is not as clear-cut as some might think. What is the NMW for an apprentice aged 19 or under, or otherwise within the first year of their apprenticeship?
A: £2.73 per hour
5. An eligible employee who is seeking to adopt a child is entitled to take paid time off during working hours to attend adoption appointments. Each appointment can last up to a maximum of 6-and-a-half hours. How many adoption appointments can an employee take paid time off to attend under the ERA?
6. The Resident Labour Market Test requires employers to advertise posts to settled workers before they can sponsor an overseas employee under Tier 2 of the Points-Based System. What information MUST a job advert contain, to comply with the RLMT?
C: Job title; salary package; closing date for applications