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Any misconduct must be investigated by the employer fairly. Businesses should follow a process including investigation which may (or may not) lead to a disciplinary hearing.
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In the case of Phoenix Academy Trust v Kilroy 2019, following performance investigations and a finding of gross negligence, the employee Mr Kilroy (K) was informed over the telephone of his summary dismissal but...
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Current restrictions on commercial landlords recovering rent arrears Due to the ongoing Covid 19 crisis the government have enforced many restrictions on landlords and the impact on commercial landlords has been particularly severe. The Government has provided no practical protection for landlords…
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COVID-19 VACCINATIONS: EMPLOYERS GUIDE The Public Health (Control of Disease) Act 1984 gives the UK government powers to prevent, control and mitigate the spread of contamination, spread and prevention of infectious diseases. This applies to COVID-19, hence the introduction of the COVID vaccination…
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A major judgement by the High Court will have a substantial impact on middlemen businesses that make introductions from individuals to end service users.
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The Immigration Act will end the free movement of people into the United Kingdom from 1 January 2021.
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The Government announced yesterday the Coronavirus Job Retention Scheme (CJRS) has been extended until 30th April 2021.
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From 1st January 2021, freedom of movement between the UK and European Union will end. It will be replaced with a new point-based immigration system.
Read moreThere are 5 fair reasons for a dismissal covered under section 98 Employment Rights Act 1996, namely misconduct, incapability, redundancy, statutory illegality and ‘some other substantial reason’ (SOSR).
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Employment Tribunals generally do not order the unsuccessful litigant to pay their legal costs of their opponents. A cost order is a rare occurrence and normally when awarded only a modest payment.
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With the ongoing COVID-19 crisis, face masks seem to be the rage. However, little attention has been paid to the effective use of masks especially in a working environment.
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As an employer, you have the same health and safety responsibilities for those working from home as you do for those working in the employer’s premises. Although the home environment may not pose the same risks as an office, factory or warehouse etc, there are nevertheless other risks that homeworki…
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Under the Management of Health and Safety at Work Regulations 1999, all employers are obliged to have risk assessments in place, regardless of size or resources.
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Within UK employment law, the splitting of an employee’s employment contract following transfer of services across new multiple business providers (transferees) under Transfer of Undertaking Regulations (TUPE) does not appear to be supported by case law...
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Due to the ongoing Covid crisis for many employers and employees there is a real prospect this year of facing a bleak Christmas.
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With the national covid-19 restrictions coming to end on 2nd December 2020, the UK Government have published their amended Covid Winter Plan; this sets out what steps are to be taken to bring some normality to life by Spring 2021.
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Before embarking on a redundancy process and dismissal; companies must ensure they have exhausted all avenues including the Coronavirus Job Retention Scheme which has been extended to 31st March 2021.
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The Health and Safety Executive (HSE) has started carrying out random spot checks and inspections on all types of businesses to check if they are COVID compliant.
Read moreThe Government has announced that all UK employers will be able to access support to continue paying part of their employees’ salary for those employees that would otherwise have been laid off during this crisis.
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If your business has identified that staff cannot work from home, then employers need to make that they have a suitable and sufficient risk assessment to enable the workplace to be reasonably COVID safe.
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