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The claimant was dismissed by reason of gross misconduct and in particular.
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?
Do employees have the right to refuse to participate in a drugs test if not provided for in their contract of employment or a company policy?
Our policy does not permit a solicitor to attend a disciplinary meeting - only a colleague or trade union representative may attend. Is this lawful?
I run a company in which there are a number of employees and self-employed individuals. How do I ensure that the self-employed individuals do not claim that they are employees?
As an employer do I have to comply with the new General Data Protection Regulation? If yes, how can this be accomplished?
Can we extend the probationary period beyond 12 months?
An employee has been involved in an incident which may be considered to be gross misconduct that we think warrants immediate dismissal under the terms and conditions contained in the employment handbook. Is it possible to dismiss this employee without a disciplinary hearing given their alleged gross misconduct?
What is the liability in relation to the termination of an employment contract during a probationary period?
How do I calculate annual leave entitlement for an employee working 9am - 5.30pm Monday to Friday with a 30-minute lunch break and 9am to 1pm on Saturday with no break? I realise the Working Time Regulations recognise a maximum 5 day week, but in this instance, the working days are not all the same length, therefore the leave must be calculated in hours, so do I include Saturday hours?
Is it ever 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?