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The claimant was dismissed by reason of gross misconduct and in particular.
An employee who works with us handed in her resignation two weeks ago and proceeded to work her required notice period and is currently still in employment. This employee has now reneged and has requested to withdraw her resignation. Does the employer have an obligation to fulfil the employee’s request?
Please provide some guidelines on current retirement legislation as regards employment contracts
What are the legal implications for workers who normally work only during the day but may be required to do an infrequent night shift?
Do variation clauses in a contract of employment give an employer a unilateral right to make reasonable changes that go to the root of the employment terms, e.g. relocation and redundancy terms?
Can probation extend beyond 12 months?
Can we enforce a contractual retirement age?
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?
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?
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?