Our employer guides are listed below. We also have a range of employee guides.
Many employers wrongly believe that they are under a legal obligation to provide a reference.
David has produced an updated data sheet with the recently updated figures that all HR professionals need at their fingertips to help them calculate payments due and risk where claims are threatened.
What can an employer do where a new hire pulls out and refuses to turn up to work
Santa gives some wise words to employers on how they should prepare staff for Christmas parties.
David has acted for a number of employers dealing with complaints about alleged actions by their employee which if proven would amount to criminal acts.
Harassment claims represent a big risk to employers because of the uncapped compensation available but also in terms of reputation damage (particularly so due to #MeToo).
I have just found out that two of my staff have been seeing each other - what can I do about it?
The hidden costs of offering internships or work experience.
This Hot Tip provides guidance to employers who are terminating the employment of individuals who are either on maternity or sick leave.
The timing of a dismissal is crucial and will affect whether an employee can bring a claim for unfair dismissal.
Staff parties/socials can be an area of high risk for employers.
Train your managers to make sure your organisation is following its own policies and procedures.
Make sure you are clear on whether the bonus scheme is contractual, discretionary or a mixture of two.
The more senior the employee you are hiring or promoting, the larger the potential risk posed to your business. Here are some draft tips for your employment contracts.
Calculating exact dates for HR purposes can be of crucial importance if claims are to be avoided.
Business use of networking sites, like “LinkedIn”, “Twitter”, “Facebook” and “Google+” present a real and present danger to your business.
In response to a flexible working request from an employee, can we just say “No”?
Where you have put a role at risk of redundancy always consider (and record that you have done so) the possibility of Bumping.
A garden leave clause (if correctly drafted) should give you the power to keep the employee at home during part or all of their notice period.
Some tips on how best to handle a data subject access request (DSAR) in relation to personal data.
The use of pre-employment health questionnaires is banned except in very limited situations.
It is important that there is no pre-determined decision to make a particular individual redundant until the end of the consultation process. You should avoid using language which indicates there has been an pre-determined outcome decision even such an outcome is in your view obvious.
It is a myth that employees who are pregnant or on maternity leave cannot be made redundant - but care must be taken.
Your standard employment contract should include a PILON (Pay in Lieu of Notice) clause.
Employers often use fixed term contracts wrongly believing that such contracts give less protection under the misapprehension that they are a less protected form of employment.
The recruitment process is demanding in terms of the time and costs involved - here are some tips on avoiding claims from disgruntled candidates.
Employee monitoring is often used in order to gather evidence of misconduct prior to a disciplinary meeting.
