You may have post termination restrictive covenants written into your contract of employment. These may seek to restrict your ability to work in competition with your employer after you leave them. However not every restrictive covenant is enforceable in every situation.
If you’ve been invited to attend a disciplinary hearing or meeting you, you have the right to be accompanied. Read on for more information about who can accompany you and their role as your companion.
I was delighted to receive such a positive review from a client facing redundancy.
If your employer wants to make changes to the terms and conditions of your contract, they may have several options. Ideally, your employer will want to make changes with your agreement, but if you do not agree, your employer may unilaterally impose the change or terminate your existing contract and offer re-employment on new terms – commonly referred to as ‘fire and rehire’
Generally, the right to bring a claim for unfair dismissal is available only to employees who have been dismissed and who have at least two years’ service. There are however exceptions where the usual qualifying period does not apply. If you have been dismissed but have less than two years’ service, read on to see whether your dismissal may fall within one of the exceptions which would make you eligible to bring an unfair dismissal claim.
You can be made redundant during maternity leave as long as the redundancy situation is genuine and you are not selected for redundancy because of your pregnancy or maternity leave.
If you experience difficulties at work (and many of us do at some point in our lives) this can lead to stress and sometimes result in a period of stress-related sickness absence. If you raise a grievance prior to, or during, stress-related sickness absence how should this be handled?
It is unlawful for an employer to make a deduction from a worker’s wages unless the deduction is required or authorised by statute or a provision in the worker’s contract or the worker has given their written consent to the deduction.
Whether it is lawful for an employer to withdraw an offer of employment will depend upon the circumstances, including whether the offer was conditional, whether it had been accepted by the employee or whether the reason for withdrawal was discriminatory.