Enter your registered email address below and we will send you a link to reset your password
Login to your legal island account
The claimant was dismissed by reason of gross misconduct and in particular.
Please could you advise if there is a statutory provision relating to a change of payroll date in the context of a change in terms and conditions for TUPE (and other) staff. I am sure there is some form of exception for change in payroll date, but cannot find any relevant information on this.
Can we consider increasing a penalty sanction from final written warning (FWW) to dismissal on appeal?
When, if ever, it is appropriate for an employer to argue frustration of contract?
For example, if an employee is given a prison sentence of 3 or more years for an offence that is no way connected with their employment, can an employer claim frustration rather than have to go through the statutory dismissal procedure using "some other substantial reason" as the potential reason for dismissal?
How can we change the wording in our handbooks?
In setting down a retirement age in a contract of employment, should you include the objective grounds for the retirement age in order to try to manage expectations or are you just tying your hands for the future? What would you advise?
An employee engages in an investigation seeking anonymity. They give key evidence but after being advised that we might not be able to maintain anonymity they want to withdraw their statement. Where does the employer stand?
We do not have a handbook, just a USB stick we issue to all managers with policies and procedures. Is this ok?
Can redundancy notice be served during maternity leave? For example, can an employer serve a notice of dismissal/redundancy during maternity leave with a date of dismissal after the end of leave period – or is this automatically void and employer must wait until leave is over before issuing a notice?
If you hire an employee on a 2+ year fixed term contact, are they entitled to redundancy if/when they are dismissed at the end of the contract? Is there any way to avoid this if an entitlement exists?
Are there any restrictions on how long someone can be on a fixed-term contract? How often can you extend?