The outbreak of COVID-19, also known as coronavirus, has caused ripples across every industry. Uncertainty, lack of demand and enforced closures are forcing businesses to change the way they operate and a lot of difficult decisions are being made. If you are an employer that needs to make redundancies as a result of coronavirus, it…
On Friday 27th March, the government announced another regulatory change to support businesses and their employees during the COVID-19 pandemic. Workers unable to take their full annual leave entitlement as a result of COVID-19 will be able carry it over in to the next two leave years. The majority of full-time employees are entitled to 28…
There has been much discussion about the Government’s support for businesses through the Coronavirus Job Retention Scheme. This article will look at the support on offer, and the difference between ‘furlough leave’, ‘lay offs’ and redundancy.
As further news comes to light in relation to allegations concerning Priti Patel, our employment department looks at the potential exposure employers face if their managers are abusive towards or humiliate their staff. One of the common themes of the allegations made against Ms. Patel is that she humiliated staff in front of others. It…
The staff at Kingstown furniture based in Hull, arrived at work on Wednesday morning to be told they had lost their jobs with immediate effect.
Today, 15th March, the group has announced that it is no longer is position to operate due to financial difficulties. Key individuals are being retained on a temporarily basis to support the required work.
If you have been affected by the Better Bathrooms administration news, you may wish to speak to a member of our team regarding Mass Redundancies and Protective Awards sooner rather than later.
It is common for firms of Solicitors to have restrictive covenants in the contracts of employment of their staff. Clearly, Solicitors have a legitimate business interest in protecting their confidential information and client and referrer connections
Last week the Labour government made an announcement that they would boost the employment rights of the ‘gig economy’ workers.
Metamorph Group Limited has acquired leading Hampshire legal practice, Verisona Law, with offices in Portsmouth, Waterlooville and Gosport, the latter trading as Donnelly & Elliott.
Harassment is a form of unlawful discrimination and can include behaviour that individuals find offensive even if it’s not directed at them, and even if they do not have the relevant protected characteristics themselves. It is important for an employer to be able to recognise harassment in the workplace to reduce the risk of an employee lodging an employment tribunal claim against them. Therefore it is in every employer’s interest to promote a safe, healthy and fair environment in which people can work in.
When a firm makes more than 20 or 100 people redundant such as through closing down a factory site, very special rules apply as to an employer’s obligations to its workforce. Failure on the Employer’s part such as when closures occur out of the blue and almost overnight can lead to employees being able to make a claim even if the company has gone into administration or liquidation and the company no longer exists. Most typically the claim is for what is known as a Protective Award.
Christmas is almost upon us…as are the much awaited office Christmas parties. Whilst no one wants to be the office scrooge and detract away from the positivity of such an event, employers should be aware of their potential liabilities.
The government has been urged to investigate the practice by many employers of forcing employees to repay training costs when they leave employment. In some cases such costs have run into several thousand pounds.
A typical scenario may be where an employee accused of misconduct claims that they were not ‘thinking straight’ or indeed that their behaviour was ‘out of character’, caused by stress or issues with mental health.
The decision of whether or not to suspend an employee suspected of misconduct can be a difficult one for many employers. If an employer suspects an employee of serious misconduct, suspension may be an appropriate step to take but only in circumstances where the employee’s presence at work would either (a) jeopardise the fairness of the ensuing investigation or (b) where their presence could pose a potential threat to the business or other employees.
Anxiety, depression and stress are now the leading cause of sickness absence in the UK and an estimated 70 million working days are lost every year because of mental health. This makes mental wellbeing a central concern for all workers and their employers.
Maternity Action have released a report on how women are being unfairly dismissed while on maternity leave, returning from work and even during pregnancy.
Linder Myers is proud to feature in the Legal 500 legal directory. Each year the Legal 500 directory undertake an independent, full and comprehensive analysis of law firms across the United Kingdom in order to assess the best law firms across the country and by region.
What happens if, during an employee’s absence on maternity leave, an employer discovers that an employee had not been doing the work they should have been doing or, alternatively, finds that their maternity cover replacement is much better at the job?