Home Secretary, Amber Rudd, has resigned after she “inadvertently misled” MPs over targets for removing illegal immigrants.
The Windrush scandal has amounted a large amount of pressure onto Rudd after stating she didn’t know anything about the Home Office removals targets.
Ms Rudd informed MPs, the Home Office didn’t have targets for removing illegal immigrants. However, a letter leaked by the Guardian, identified Rudd had informed Theresa May she aimed to increase deportations by 10% over the next few years.
Amber Rudd admitted in her resignation letter “she took full responsibility for the fact she was not aware of the information provided to (her) office which makes mention of targets”.
May believed Rudd had provided evidence to the Commons “in good faith”, however she understood her reasoning for her resignation and that she misled the home affairs select committee.
It has been announced Sajid Javid will replace Amber Rudd as Home Secretary of the United Kingdom.
A resignation is a statement by an individual to their employee that they are going to leave their job. Resignations can either be written or verbal. An employee’s contract of employment states what notice period needs to be given before they leave. If there isn’t a written contract of employment or no notice clause, the statutory minimum period of notice is one week if the individual has been employed for a month or longer.
Employees are still entitled to receive normal pay during the notice period. They are also entitled to any time that they are off sick or on holiday or maternity, paternity or adoption leave.
Before an employee resigns, the employer must have a written confirmation of the resignation. This helps to avoid disputes over the exact date of the resignation and the start of any notice period. Also, it would be beneficial to organise a handover period so existing employees know what key tasks and responsibilities need to be taken over.
It’s extremely important that when an employee resigns, the employer restricts their computer access. The information stored on computers and other systems must be tightened so the employee cannot view all of it. This should be done in case an employee who is due to resign deletes or leaks any confidential business data.
Employers must monitor their use on the computers and network. Also, what files they’re sending and receiving and even what they’re saying in their emails must be closely checked. Workplace activity can also be recorded on CCTV and phone logs and call recordings can be monitored.
Before employers monitor employees, they must be clear about the reasons for monitoring staff and the benefits. This will then prevent theft or violence and can highlight any areas of improvement. Other alternative options of monitoring staff should be considered as well which could be less intrusive.
If you need and support or guidance with resignations or restricting computer access, please get in touch with a member of the HPC team.
Phone: 0844 800 5932