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.
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?
If you hire an employee on a 2+ year fixed term contact, are they entitled to redundancy if/when they are dismissed at the end of the contract? Is there any way to avoid this if an entitlement exists?
Are there any restrictions on how long someone can be on a fixed-term contract? How often can you extend?
Can an employer change any policies and procedures within the organisation, without consulting with staff, as long as it is communicated to them afterwards?
Can we offer employees a car allowance where previously we provided a company car?