‘Being dismissed for misconduct can have a devastating impact on an employee’s future job opportunities, before fairly dismissing someone for misconduct, employers must be able to show that they reasonably believe that the employee is guilty of misconduct. A fair investigation is the cornerstone of a fair process and for establishing that it was reasonable to believe[…]
April is usually the month when the Government introduces new employment legislation, and in recent years has announced its commitment to introducing significant new rights, such as neo-natal leave and a duty to prevent sexual harassment in the workplace. ‘While there are very few big changes this April, employment law remains a fast-moving area of law,’[…]
The recent High Court decision in USDAW v Tesco Stores Limited (2022) has highlighted the challenge to employers who seek to change an employee’s terms and conditions. Employers are often concerned about how they can bring about changes to an employee’s contract. There may already be flexibility clauses within a contract that allow some changes[…]
Redundancies – How to do them fairly and lawfully (take note P&O Ferries)
Uncategorised Mar 21, 2022
Redundancy What does redundancy mean? Redundancy is a potentially fair reason to dismiss any employee. It is a commonly used word, but the technical legal meaning refers to only three types of situation: A business closure, A workplace closure, and Reduction of workforce (reduction of headcount). The dismissal of an employee will be by reason[…]
On 6 April 2020 the Government introduced parental bereavement leave entitling employees who have suffered a still birth after 24 weeks or the death of a child up to the age of 18 to take leave in order to grieve and start the recovery process. The leave is not available to workers or the self-employed.[…]
The law gives five potentially fair reasons for dismissal, including breach of a statutory duty or restriction and some other substantial reason capable of justifying dismissal. The most commonly used reasons are redundancy, capability and misconduct. Even if your employee is guilty of misconduct or their job is clearly redundant, you still need to take[…]
Many employers will be in no doubt that the pandemic has caused a permanent shift towards flexible, remote and hybrid working. We have all seen how many roles can be performed in ways which pre-pandemic would have been viewed at with great caution, if not suspicion. Time off and flexible working has been a much[…]
Important changes in the field of employment law are on the horizon – points to look out for in 2022.
LATEST NEWS Feb 02, 2022
Important changes in the field of employment law are on the horizon – these are our employment law points to look out for in 2022. A new Employment Bill was announced in the 2019 Queen’s Speech. The Bill was delayed due to government capacity being focused on the COVID19 pandemic. However, the government has confirmed[…]
‘At some point, many businesses will receive a tribunal claim against them from an employee, former employee or even an applicant,’ says Zoe Lagadec. ‘Although a tribunal claim can seem daunting, knowing what to expect could help you defend the claim as effectively as possible.’ Zoe runs through what happens at the start of the[…]