Understanding whether an employee has resigned or has been dismissed is something that any UK employment lawyer will want to know whether acting for an employer or employee in a case where employment has come to an end. An employee who has been dismissed has the option of bringing a claim for unfair dismissal.
Many UK employment lawyers welcome the report by the Women and Equalities Committee earlier in 2018 which proposed a number of changes to benefit working families.
Unpicking disability discrimination is a job that even many of the best employment lawyers in London will agree is difficult. Facts can be complex and applying the law to any given situation is rarely straightforward. For many employers too, the obligations under the legislation can feel onerous, with guidance unclear.
The best employment lawyers will often find that identifying an act of direct discrimination is straightforward – but occasionally caution is necessary. Not only is it important to consider what has happened as a matter of fact, but it is also important to scrutinise the motivation of the employer in its treatment of the employee.
An employer may consider that the only Immigration issues that apply in the workplace are those connected with recruitment and ensuring that all staff have the right to work in the UK. This is, of course, a big issue for all employers, with fines running to thousands of pounds for those who have not followed the right to work checks correctly.
Constructive dismissal is a concept that can be confusing to some, and it’s always worth consulting top employment solicitors about any given situation where it is possible that an employee has resigned as a consequence of the behaviour of the employer.
The concept of philosophical belief is protected by the Equality Act 2010 – and many top employment solicitors will point to the case of Grainger plc v Nicholson as setting out the key principles to be observed when considering an argument of philosophical belief.
Many UK businesses rely on employing migrant workers to be able to survive – and while this is a great strategy, it’s worth having advice from the best employment lawyer you can find, to make sure you get it right as an employer.
Summary dismissal is one of the most extreme sanctions open to an employer and any UK employment lawyer would caution the dismissal of an employee without notice unless there is clear evidence of gross misconduct.
Most UK employment lawyers will agree that while the idea of constructive dismissal is an attractive one – the reality is very difficult.
For any UK business, making sure you have the best employment solicitors to work with is a vital part of the role of General Counsel. Employment law is a critical aspect of any company’s operation.
Calculating holiday pay is one of the more complex aspects of being an employer. Many UK employment lawyers will have advised on the different scenarios that arise – and the question of whether voluntary overtime should be included in the calculation for holiday pay has now been considered by the employment Appeal Tribunal.
One of the latest whistleblowing cases to hit the headlines, and one which the best employment lawyers will be keeping a close eye on, is a challenge based on beliefs. Our UK employment lawyers take a look at the whistleblowing legislation and this case, in which the vegan claimant argues that his philosophical belief in ethical veganism should be protected under the Equality Act.
As many of the best employment lawyers in London will confirm, providing a reference for an employee has become something of an onerous task.
Here in the UK we love a bit of sunshine. In London, office workers fill the parks and green spaces taking lunch breaks far more enthusiastically than ever before, topping up tans before heading back to their desks. But what can an employer do if employees take longer than they are supposed to, or take breaks at unscheduled times.
As the Government issue figures indicating that penalties for employing illegal workers in the UK hit nearly £12 million in the last quarter of 2017, our immigration solicitors and UK employment lawyers look at right to work checks and how to get them right to avoid falling foul of the rules and facing similar penalties.
Summer really seems to be here – heralding, among other traditional summer pursuits, several major sporting fixtures. The 2018 FIFA World Cup kicks off in Russia on 16th June; Tennis stars take to the grass courts of Wimbledon on 2nd July; the Tour de France starts pedalling on 7th July and the British Open Golf championships tee off on 19th July.
The practice of ‘offshoring’ – of moving work from one country to another, usually with the aim of reducing costs, is something that most of the best employment lawyers will have dealt with at some time or other. We are all familiar with the concept – mostly through experiences with call centres, but in many cases it is not just customer facing roles that experience offshoring.
A settlement agreement is an agreed document that is often used by employers to terminate an employee’s employment in a controlled manner. If you find yourself being offered a settlement agreement, you may experience many different emotions. After your initial response has worn off, you need to act swiftly but thoughtfully to make sure you achieve the best result.
One of the key issues for the UK economy in recent years has been the rise of the gig economy – and now, its apparent erosion.
Last year, our employment law solicitors in London reported on the scrapping of the Employment Tribunal fees.
The General Data Protection Regulation comes into force on 25th May 2018. Every business with employees, however small, will be affected – and the penalties for non-compliance with the GDPR are significant. Our team of UK employment lawyers has put together a list of 10 things employers need to know about GDPR, along with some action points to help you comply.