The Court of Appeal has this week clarified the position of holiday pay for people working part-time or irregular hours. Read on for more information.
In my blog earlier this week I talked about carrying over unused holiday to the next leave year. Read on for more information about the circumstances in which an employee might be able to carry over unused holiday to the next year and sometimes beyond.
It’s the summer holidays! Most of us enjoy a break or time away from work at this time of year. But do you know what your holiday entitlement is and what your rights are to request and take leave? Read on for more information.
An agency worker typically ‘signs up’ with an employment agency to work for one or more of the employment agency’s clients. Assignments are often for a fixed period, but can be long term and open-ended. The rights of agency workers are often far from clear because there are different rights and obligations depending on an agency worker’s employment status. There is also legislation which specifically grants or excludes certain rights to agency workers, regardless of their employment status.
It is becoming more and more common for employees to record conversations at work covertly. There are a number of reasons why an employee might wish to do this, but what are the potential consequences for an employee who does record a conversation covertly and are recordings ever admissible in Employment Tribunal proceedings? Read on for more information.
Stress is now one of the most common causes of long-term absence from work; but what is ‘work-related stress’ and what are your employer’s responsibilities if you are suffering with it. Read on for more information.
A whistleblower is a worker who brings a wrongdoing to the attention of their employer or a relevant organisation. Read on for more information on the type of complaints that count as whistleblowing and the protections that are afforded to workers who “blow the whistle”.
Post termination restrictive covenants are often written into an employee’s contract of employment to restrict the employee’s ability to work in competition with the former employer after they leave. However not every restrictive covenant is enforceable in every situation. Read on for more information.
If the organisation or service you work for changes owner, you may be protected under the Transfer of Undertakings (Protection of Employment Regulations) 2006 (TUPE). Read on for more information.