In April 2009 the new Acas Code of Practice and guidance concerning discipline and grievance became effective.

The statutory procedures, which introduced the three step statutory processes for disciplinary matters, dismissals and grievances, were introduced in October 2004. After an independent review it was concluded that the mandatory rigid nature had led to matters becoming over-formalised than had been previously.

According to the Office for National Statistics, the redundancies level for the three months to November 2008 was 225,000, up 78,000 over the quarter and up 101,000 over the year. This is the highest figure since comparable records began in 1995. Smith & Williamson offers its top tips to reduce staff costs without making redundancies.

With employee costs being the most expensive part of any businesses' budget, Inez Anderson of Smith and Williamson suggests some steps that businesses can take to reduce what is often their greatest cost, without cutting jobs.

The growth and use of social networking sites over the past few years, such as Facebook, MySpace and LinkedIn have some potential serious consequences for employers and employees alike. Issues can arise when employees post disparaging statements about other workers. Bullying that occurs online can just be as hurtful that takes place in the workplace and it is essential that it is prohibited in employer’s bullying and harassment policy and internet policy.

Also, employees who post defamatory comments about their employer may find themselves facing libel proceedings. If the comments are likely to have the effect of damaging the trust and confidence between the parties, then employees should understand that disciplinary action up to and including dismissal is likely to occur.

The new discrimination laws that came into force recently have made headline news, bringing the issue of diversity to the top of the agenda. But what’s the knock-on effect for relocation? Anna Lambert reports.

October 1 2006 meant big changes for employers. From that date, age discrimination became illegal. Companies could risk prosecution if they used words such as ‘young and dynamic’ in their recruitment advertising, while – within the workplace – banter such as references to ‘baby-faced colleagues’ became illegal overnight. Prior to the legislation’s coming into effect, employers already seemed to be sitting up and taking notice of their older staff members. CIPD’s Tackling Age Discrimination In the Workplace survey, published in October 2005, for instance, found that 85% of respondents reported that older workers did not cost organisations more money, while 93% agreed that it was a good idea to update the skills and knowledge of older workers. More good news came with CIPD’s publication in July 2006 of Diversity in Business: How Much Progress Have Employers Made?