In employment law, a restrictive covenant is an explicit constraint placed on an employee which comes into effect on termination of their employment with you. Primarily used with senior employees, and those with access to sensitive business information, restrictive covenants play an important role in protecting your commercial interests.
In an ideal world, all employees were happy and contented with no reason to make a compliant. In the real world however, the reality is that employment disputes do happen. In my earlier blog I wrote about the importance of the employment contract in protecting schools against employment claims. In this blog I’d like to provide a quick overview of what the employment contract should contain.
Even with the very best intentions and no matter how good you are as an employer, employment disputes may still happen. There are numerous employment claims that can be brought against an employer
Employment law compliance is not an option but the unfortunate truth is that in the majority of cases, a lack of up-to-date legal advice on employment documentation means there are issues to be resolved.
It is believed that around one million people in the UK are currently working under zero hours contract arrangements within which the employer is not obligated to provide work. Universities and Councils have been highlighted in the press as being heavily reliant on these types of arrangements receiving criticism from the Unions while Business Secretary Vince Cable has ordered a review.
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