A settlement agreement is a legally binding contract between an employer and an employee where an employee agrees to waive their rights to make a claim to an employment tribunal or court. In exchange for this waiver, the employer usually agrees to various payments that are over and above those the employee is legally entitled to.
Settlement agreements can be used to:
If you are an employee almost all settlement agreements include a contribution to the employee’s legal fees for dealing with the agreement. We are usually able to work to the budget set by your employer and invoice them directly.
If you are an employer and need a settlement agreement to be drafted and/or advice on whether to offer a settlement agreement and/or how to conduct a s. 111A Employment Rights Act 1996 meeting we can provide assistance.
To discuss your needs please call us on 01494 722 326 for a free initial consultation.
Redundancy is a potentially fair reason for dismissing an employee.
Redundancy happens where:
The employer’s business (or part of) has ceased to operate;
The employer has moved offices;
The business’ need for work of a particular kind has ceased /diminished;
Where a redundancy has been made it is the role, not the person, that is made redundant.
If an employer wishes to make an employee redundant a formal procedure must be followed. If it is not, the dismissal will be deemed unfair. In brief:
For employers who wish to dismiss at least 20 employees at any one time there are more detailed procedures that an employer must follow to avoid repercussions.
Employees with at least two years’ service are entitled to the minimum of a statutory redundancy payment, tax free, which varies with salary, age and length of service. This is in addition to notice (or pay in lieu of notice) and accrued holiday pay. Employees may also be entitled to a redundancy payment as set out in their contract of employment.
To discuss your needs please call us on 01494 722 326 for a free initial consultation.
Gross misconduct is conduct by an employee that is so serious that it goes to the root of the contract and entitles an employer to dismiss the employee with immediate effect and without notice. The conduct must be deliberate or amount to gross negligence. Examples would include dishonesty, theft, assaulting a fellow employee and malicious damage.
Most employers should set out in their contracts of employment or office manual what they consider to be gross misconduct as this can vary from employer to employer. Doing this clarifies the position however just because the employer has listed an act as constituting gross misconduct does not mean a tribunal would agree.
As with all disciplinary matters an employer should investigate the allegations and give the employee the opportunity to respond. Any dismissal needs to be considered as “reasonable and proportionate” response by the employer. Dismissal without warning tends to only be fair in limited circumstances e.g. Dishonesty.
If the employer cannot properly justify a dismissal the employee may be able to claim unfair dismissal (although the employee does need to meet the qualifying period of service, i.e. 23 months and 3 weeks).
An employee may also be able to claim wrongful dismissal on the basis that the employer has breached the contract of employment in failing to pay notice as a result of a wrongful gross misconduct allegation.
Allegations of gross misconduct are serious matters and therefore early professional advice is essential.
Whether you are an employer or employee please do not hesitate to contact us on 01494 722 326 for a free initial consultation.
Surprisingly a contract of employment does not have to be in writing however an employee is entitled to a “written statement of particulars” of the terms of employment within 2 months of his/her start date (assuming a contract has not been provided).
The written statement of particulars must include certain key information including job title, pay, hours of work etc.
If no written statement of particulars has been provided the employee can apply to the Employment Tribunal who will determine what those particulars should be.
Once a contract has been signed, difficulties can often arise for the employer if the terms of that contract later need to be changed.
Clear and up to date employment contracts and a staff handbook with all the latest policies/procedures can help ensure that both the employer and employee are clear as to their respective rights and obligations. Drafting robust contracts at an early stage can help protect employers from tribunal claims.
If an employer is in breach of contract an employee can seek damages.
If you have concerns that your existing contracts/policies may not be compliant with employment law, need to put contracts in place or need any other advice regarding your contract(s) as either an employee or an employer do not hesitate to contact us on 01494 722 326 for a free initial consultation.
A person can be an employee, a self-employed worker or a self-employed independent contractor. This status determines the employment rights of the persons in question.
The employment status of an individual is not always clear and although a contract may state that a person is an employee, a tribunal may determine that they are actually a self-employed contractor (or alternatively an individual you consider to be an independent contractor is actually an employee).
Incorrectly identifying those who work for you can have significant consequences for an employer such as an HMRC investigation into an underpayment of tax/national insurance or a potential employment tribunal claim for breach of employment rights that were not previously considered relevant.
Having strong employment/contractor contracts in place as well as consistent working practices is the key to avoiding these issues. If you are an employer we can ensure that those working for you have the appropriate documentation in place to support the position they hold.
If you are an employee we can assist in determining what your status is and what rights you have.
If you need advice do not hesitate to contact us on 01494 722 326 for a free initial consultation.
Restrictive covenants (sometimes called ‘Post Termination Restrictions’) are included in a contract of employment to impose restrictions on the former employee’s commercial activities after that employee is no longer employed.
Such restrictions are by default viewed by the courts as being a ‘restraint of trade’ on the employee and not enforceable unless certain conditions are met. In order for such clauses to be enforceable the onus is on an employer to demonstrate that the covenant in question goes no further than is reasonably necessary to protect the legitimate business interests of the employer.
The reasonableness of a covenant is a matter of law that is decided on a case by case basis and therefore careful consideration when drafting the covenants is key.
If you are an employer we can assist with preparation and/or review of the restrictive covenants needed to protect your business and offer tips on how to avoid them being considered unenforceable.
If you are an employee we can assist in ascertaining whether the restrictive covenants are reasonable and/or binding.
Do not hesitate to contact us on 01494 722 326 for a free initial consultation.
Stress at work has become more and more prevalent in recent times and as a result more employees are seeking compensation from their employers.
There are two elements when seeking compensation for stress; financial loss and ‘pain and suffering’.
If you are an employer we can assist in minimising the risk of stress related claims via bespoke advice as well as the preparation of suitable policies and procedures.
If you are an employee and your claim for stress is caused by an act of discrimination by your employer you may have a claim under the Equality Act 2010 in the Employment Tribunal. In the alternative you may have a claim in negligence or breach of contract.
If you require advice and/or assistance do not hesitate to contact us on 01494 722 326 for a free initial consultation.
TUPE applies to all businesses in the UK regardless of size and is in place to protect employees when there is a ‘business transfer’ or a ‘service provision change’.
A business transfer is where a business or part of a business changes hands and moves from one employer to another. A service provision change covers situations such as an in house service being outsourced to a contractor, changing a contractor or bringing an outsourced service back ‘in house’.
If TUPE applies, an employee is likely to be required to follow a series of procedures such as consulting with staff within set time limits and providing the new employer with liability information regarding those staff transferring.
A failure to follow these procedures can lead to an employer being taken to an employment tribunal and potentially being held liable for significant penalties.
Whether you are an employer or employee, if you are concerned as to whether TUPE applies or if you are following the correct procedures, please do not hesitate to contact us on 01494 722 326 for a free initial consultation.
Flexible Working is a variation of an employee’s working pattern e.g. Working from home, part-time working, flexi-time, job sharing, etc.
Any employee with 26 weeks or more service can request flexible working. It is important to note that although an employee can make the request an employer is not obliged to consent to it.
Employers do have to consider requests objectively and in a reasonable manner. There are many grounds on which an employer can refuse e.g. The employer would be unable to re-organise work amongst existing staff.
There are positives and negatives to flexible working. Some of the positives include:
The negatives include:
Whether you are an employer or employee please do not hesitate to contact us on 01494 722 326 for a free initial consultation regarding flexible working.
More often than not agency workers cannot bring an employment claim because they are not considered to be an employee but a category known as a ‘worker’. However, there are occasions where an agency worker is deemed an employee for the purposes of bringing a claim.
All workers, including agency workers have rights, namely they are entitled to:
In addition to this the Agency Worker Regulations give agency workers the entitlement to the same or no less favourable treatment as comparable employees with respect to basic employment and working conditions once they have completed a qualifying period of 12 weeks in a particular job. This includes equal pay to a permanent colleague in the same job, automatic pension enrolment and paid annual leave.
If an agency worker feels there is a claim to be made the claim should be made within 3 months. The agency worker may be entitled to a financial award which is mainly based on the loss of earnings. To discuss any potential claim (whether you are the agency worker or the employer) please call us on 01494 722 326 for a free initial consultation.