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The claimant was dismissed by reason of gross misconduct and in particular.
An employee has said that they are stressed and has asked for a reasonable adjustment to be made, for example, time off. Do we have to facilitate this?
Although Gender Pay Gap (“GPG”) reporting will seemingly not be required until Stormont is up and running, are there any steps that businesses can take in the meantime? What are the key differences between GPG reporting in NI and GB?
Is compensation awarded for injury to feelings on the increase? Is there any practical advice that can be given in taking steps to reduce injury to feelings costs?
Can zero hour staff be paid in lieu of untaken holidays? How can we ensure that zero hour staff take their holiday entitlement?
Where an employee is subjected to several warnings for minor/major misconduct, when is it appropriate to move to final warning?
We are proposing to engage a consultant but are unsure as to whether we can include post-termination restrictions as part of the contract. Please confirm whether it is possible to do so?
If terminating during probation is it necessary to follow the statutory dismissal / disciplinary procedures?
Should the investigating manager generally be different to the manager who sits on the disciplinary panel?
Can an employer contact an employee whilst they are signed-off sick by a doctor?
Can an employer dismiss an employee while on long-term sickness?