2010 has seen the Law Donut go from strength to strength. In August we re-launched the site with a whole new user-friendly topics list and additional content — so we continue to provide you with the best free legal information, news and resources for your business. Since the re-launch, we’ve also added 14 new law firms from across the country as syndicator partners, who recognise the added value the Law Donut brings to their clients.
The Donut brand as a whole has also continued to grow through the year. In 2010, we’ve:
What does 2011 hold for the Donut brand? Well, you can expect fresh Donuts and an even stronger local presence through widespread syndication in the next year. And of course, we’ll continue to help business owners across the UK find answers to their legal questions.
So, New Year’s Honours must go to our law firm experts who continue to enliven the site with their blogs, comments and legal know-how. Also special thanks to our sponsors who have contributed enormously to Law Donut’s success.
Finally, thanks and best wishes for a Merry Christmas and a successful 2011 to all our readers, without whom Law Donut wouldn’t be the site it is. The Law Donut team will be taking a break over the festive period but the Law Donut site will still be active. We’ll be back on Tuesday 4 January — and we’re already planning further content developments for 2011, so stay tuned.
Award-wining marketer Rob Wilmot has devised a fail-safe, efficient, and fun presentation that shows you how to boost your profile and your business in 2011 through LinkedIn.
Among professionals, particularly lawyers, LinkedIn is increasingly essential to thriving trade. Launched at London’s Online Info Fair this month, Rob’s presentation shows you how to make the most of the site and its potential.
If you’re still dithering about using social media – for yourself or your work – Rob’s snappy slides will convince you to take the plunge (then show you how). And even if you’re a particularly seasoned user, Rob’s inventive tips explain how you can build more genuinely useful connections, master the delicacies of online etiquette, reach the people you need to know, and network yourself new friends and new business.
In its new timetable for employment law, the Government has announced a raft of changes for the next year through to 2012 - some big, some small, but if you hire even one employee you need to know the details. Which your Law Donut chums have endavoured to make as brief as possible, so you can spend more time planning the Xmas party…
The first change is to flexible working laws. As from the proposed date of April 2011, staff with children aged 18 and under have the right to ask for flexible working. The law already gives working parents the right to ask for variations on the 9-5 such as flexitime, compressed hours and so on if their children are 17 and under. April’s change rounds the numbers up to mean all staff with dependent children can ask for flexible working.
April also sees the big news of 2011 when a new law comes in to remove the default retirement age. These rules mean that you can’t automatically kiss employees goodbye when they hit 65. Apart from not losing familiar faces at work any more, the new law will affect any pension schemes you run, employment contracts and staff turnover.
If you want to retire someone, you still can, but you will need a decent reason that is “objectively justified”, such as physical strength reduced by age affecting the safety of a building site worker, for instance.
A transition period will allow the rules to take effect throughout the year. Guidance for employers on how to manage the removal of the default retirement will be published in September 2011 – we’ll update you here.
You may want to use next year to plan ahead for the next big change to employment law. For staff who are parents, the Government plans to bring in a system of shared parental leave in April 2012, which will allow both mothers and fathers to decide between them who takes parental leave. Details of how the system will work are still undecided but should be published in mid-2011.
Finally, 2012 should usher in the right to request flexible working for all employees. This is probably worth thinking about in advance, because if this law makes it through, all your staff will have the right to ask for:
and, finally, a sabbatical or career break. Which is handy, because you’ll probably need one yourself after dealing with all these HR changes.
But in the meantime, it’s Christmas, and officially time to bring nothing but good cheer, bad jokes, and appalling Secret Santa presents to the team.
Happy Christmas, and a super-successful 2011 from us on the Law Donut.