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The claimant was dismissed by reason of gross misconduct and in particular.
What happens to employee(s) in the situation where a business sells one of its stores to a franchisee? Does the employee(s) of the business affected (i.e. the employee(s) who work in the store sold to the franchisee) transfer to the franchisee company?
What happens to the balance of an employee's accrued annual leave when he or she transfers in a TUPE situation?
Can I pay an employee her statutory maternity pay in one lump sum? Do I need her consent?
Which employers are required to publish a slavery and human trafficking statement?
What amount of time do we need to allow to pass following a TUPE transfer before we change the terms and conditions of transferred employees?
We have an employee out on maternity leave and her contract states she is entitled to a performance related bonus. Should this be awarded on a pro rata basis given that she has been on maternity leave for a significant period of the year or is her leave deemed to be 'protected' because she is on maternity leave and therefore entitled to the full bonus payment?
If you have a member of staff leave the company but then re-joins a few months later on a new contract of employment, does the company need to go through a full induction process with them again e.g. Health & Safety, Office Regulations, Data Protection and other company Procedures and Policies as if they never had worked for the company previously?
My query relates to whether an employer is required to credit an employee for Bank/Public Holidays on top of their annual leave allowance while on maternity leave?
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?
Where an employee has taken voluntary redundancy, is the employer prevented from re-employing him or her in the future?