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The claimant was dismissed by reason of gross misconduct and in particular.
Is there anything to stop employees bringing two reps into a hearing?
Like many organisations we may have to reduce staffing costs. Is it lawful to terminate employees on fixed term contracts first or must they always be considered equally with full time permanent staff?
We are currently undertaking a recruitment drive. Can we check up on applicants’ online profiles before deciding whom to appoint?
We are in the process of tendering a currently out-sourced service, and have reason to believe that the incumbent is manipulating the list of TUPE eligible staff (to exaggerate its size) in order to deter other bidders from successfully bidding. Is there any legal precedent for action in cases like this?
Is it possible to include a clause in employment contracts that allows the employer the possibility to ask the employee to use their accrued annual leave during his/her notice period?