You have two employees both want to work shorter hours, starting late and finishing early. One, a father for school drop offs/pick-ups and his colleague who wants the same flexibility to train for triathlons. What do you do if you can’t agree to both? Previously, employers only have to consider requests from employees caring for
From 30th June 2014 all employees, provided they have 26 weeks’ continuous service, will have the statutory right to request working flexibly. Employers need to be fully prepared. In order to protect against employment claims, we recommend employers have an updated flexible working process in place. Some businesses can easily accommodate flexible working but your
A police officer has lost an unfair dismissal claim after it was ruled that his conduct in making a legitimate complaint had resulted in him becoming “unmanageable”. During his time with the police force, the officer made several complaints about the attitude towards victims of rape, child abuse and domestic violence that he witnessed in
Wednesday 2nd July 2014 7.45am-9.30am, Putteridgebury Conference Centre, Room 6, Hitchin Road, Luton. 2014 has been a busy year for changes in employment law. With these changes coming in to force the need to keep up to speed with how these affect you, and your workforce, is becoming more of a challenge. What about the
There are 3 million people in the UK who combine work with care. This is set to rise significantly due mainly to an ageing population. 1 in 5 adults has seen their work impacted as a result of their caring obligations, especially those aged 45 to 64. Productivity, attendance and stress levels can suffer when
This is a brief summary of the main points: ACAS and Tribunal claims Employees wishing to bring claims before the Employment Tribunal must first contact ACAS, which will offer a conciliation service. The measure, effective from 6 May, is designed to help the claimants and employers reach an agreement without having to go to a
The employee had originally been a self-employed financial adviser with several clients of his own. When he joined the company, he brought those clients with him in return for a substantial goodwill payment from his new employers. His contract included a restrictive covenant that prevented him from setting up a rival business within a year
A group of male maintenance staff have won a sex discrimination claim after discovering that their female counterparts were being paid more than them. The situation arose when the Swansea Metropolitan University (SMU) merged with the University of Wales Trinity St David (UWTSD). The eighteen men were originally employed by the SMU on a weekly
A court has ruled that a restrictive covenant involving a software company and a former employee was reasonable and so therefore enforceable. The company produced software for the fresh produce industry. They licensed their products for 12-month periods and renewed the licence upon payment of an annual fee. The sales manager had a post-termination restrictive
Employers who fail to pay their employees the National Minimum Wage now face financial penalties of up to £20,000. The penalty was previously a fine of 50% of the total underpayments to a maximum of £5,000. It is now a fine of 100% of total underpayments to a maximum of £20,000. The new limits came