Everyone has a personal reaction to being offered a Settlement Agreement by their employer.
This morning the Supreme Court has held that Mr Smith, in the case of Pimlico Plumbers v Gary Smith, was a worker in accordance with section 230 (3) (b) of the Employment Rights Act 1996.
Being subjected to a Performance Improvement Plan at work is stressful and anxiety provoking. This is even more so when the management action taken is completely unjustified.
I am still surprised by the number of clients who are unclear on their employment status and the rights their status provides. This post looks at the legal definitions of employee, worker and those who are in business on their own account. It also highlights some of the implications of worker status.
Being subjected to a Performance Management procedure at work causes a huge amount of anxiety for all involved.
From many years of working with clients, I know that suffering bullying and harassment at work can have a devastating personal impact.
Receiving a Settlement Agreement from your employer can bring the worry of financial uncertainty and questions over where your career is heading next. However, with the right solicitor on your side, you could achieve a great outcome ensuring you have sufficient time and freedom to start the next chapter in your employment story.
I have posted many redundancy blogs and articles – so much so that I assumed everyone had read them a million times and were tired of reading about redundancy consultations.
What is the difference between unfair dismissal and constructive dismissal at the Employment Tribunal?
Clients frequently ask about the difference between unfair dismissal and constructive dismissal at the Employment Tribunal.