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.
What are the key enabling clauses in a Zero Hours Contract?
Can a part-time employee paid NMW be required to undertake a necessary qualification and be required to pay for it, even though his wages would then fall below the NMW?
As we have to pay redundancy for employees whose term exceeds 2 years, are we able to avoid this cost – can we issue contracts for just under 2 years? If contracts are issued purely to avoid the redundancy legislation, would they automatically become unlawful?
My question is how should an employer calculate a buy-out of existing terms & conditions of employment: Is it usually calculated on difference of annual salary between existing T&Cs and new T&Cs x number of years' service or is this calculation at the discretion of the company?
Are employers obliged to issue contracts, employee handbooks or company policies to non-Nationals in languages understandable to them?
Is it unlawful to not pay at least the National Minimum Wage to interns? I cannot see them in the list of excluded categories but they are taken on to learn (OK, by doing work experience) and get their foot in the door of their chosen career rather than to do anything absolutely essential. But am I in breach of the NMW regulations if I do not pay anything but expenses?
What are we exposed to if we impose pay cuts without seeking an express agreement?
Under TUPE, can you:
If an employee requests to continue working beyond the normal retirement age of 65, can the employer refuse this request? If so, how can it be done without exposing the Company to a discrimination claim?
We have recently discovered that we’ve been overpaying a number of our employees. What's the legal position? Can the Company get the money back from them?