Duty of care | Should HR's responsibility extend to paying employees' bills?

Should HR's responsibility extend to paying employees' bills?

Caring for employees through thick and thin is part of not only being human and showing compassion but also fulfilling duty of care obligations.

When we are sick, we get sick pay, when we start a family, we get parental pay and when we need a leave of absence for unforeseen circumstances, it is normally granted. But how far does it extend? When an employee can no longer pay the bills, should an employer step in?

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