The Employment Bill 2019-2020 includes the following measures: A single enforcement body for the labour market which proposes to replace the enforcement functions of the Employment Agency Standards Inspectorate Gangmasters & Labour Abuse Authority, HM Revenue & Customs and the Health & Safety Executive; Requirement on Employers to ensure that tips would be distributed on[…]
Changing an individual’s working arrangements from employee to consultant may seem attractive; no employer National Insurance contributions to pay and greater flexibility for the individual. A win-win situation surely? Zoe Lagadec, employment law expert with Mulberry’s Employment Law Solicitors in London, explains why this can be a risky course of action for the employer and[…]
Asking job applicants and employees about their health: how to stay on the right side of the law
LATEST NEWS Dec 02, 2019
When recruiting and managing employees, employers want to know that their employees are up to the job. While asking questions about an individual’s health at the wrong time may result in a disability discrimination claim, ignoring the signs of a potential disability can also be risky. Zoe Lagadec, employment law expert with Mulberry’s Employment Law[…]
Abolition of the Swedish Derogation in April 2020 – what this means for business
LATEST NEWS Nov 26, 2019
As part of the Government’s Good Work Plan the Government will be abolishing the “Swedish derogation” within the Agency Worker Regulations 2010 in April 2020. This will be a significant cause for concern to a number of businesses who use a high volume of blue collar agency workers. Estimates are that the cost of[…]
Sexual harassment is unacceptable in any context, but it should never have to be tolerated in the workplace. In this article, Zoe Lagadec, employment law expert explains what employers can do to support employees affected by sexually inappropriate behaviour and how to foster a zero-tolerance approach to sexual harassment within the workforce. An employer’s guide[…]
Employers often get caught out by thinking that just because a worker owes them money they can simply take it off the next pay package. The law on protection of wages is not as straight forward as many employers might assume. Zoe Lagadec, goes through common pitfalls and how to ensure that you do not end[…]
Tempting though it might be to dish out the same contract of employment for new starters year after year, putting a little time into preparing your contracts could pay dividends in the longer term. Should you fall out with an employee, a clearly-worded contract that is fit for purpose for that individual and up-to-date can[…]
PLEASE NOTE: This article includes several dates and hyperlinks to consultations Employment law consultations aplenty this Autumn This summer has been an unusually busy one for government announcements and consultations on proposed changes to employment law. Although it is not guaranteed that these proposals will become law, particularly given the current political uncertainties, these are[…]
According to the Health & Safety Executive stress is ‘the adverse reaction people have to excessive pressures or other types of demand placed on them’ by their job. As an employer, you owe your employees a duty of care. That is, a duty to provide a work environment where employees are not caused psychological harm[…]
Enforcing a restrictive covenant against a former employee Post-termination restrictive covenants are a common feature of employment contracts, particularly for senior personnel who could cause serious harm to your commercial interests if they went to work for a competitor, began soliciting business from your customers or attempted to poach members of your staff. In many[…]