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The claimant was dismissed by reason of gross misconduct and in particular.
An employee with a disabled child has submitted a request for flexible working. Can the employer refuse this application?
If a part-time employee works on an hourly basis (not fixed hours, but approximately the same number of hours per week) and they request to be paid in lieu of their annual leave, can we lawfully do so?
How does a business deal with public holidays if they don't open for business on Monday? Are employees entitled to be compensated for Public Holidays that fall on Mondays or any other days on which an employer doesn’t open, or is an employee to be compensated if s/he is not contracted to work, even if the employer is open?
What are the legal implications for workers who normally work only during the day but may be required to do an infrequent night shift?
As an employer we are keen to offer volunteering opportunities and/or internships to individuals who would like to gain experience or an insight into the work that we do. However, how do we ensure that they do not become classified as a ‘worker’? Is there any guidance to assess when the line of being a worker is crossed?
What is the correct statutory definition of the words “Employer” and “Employee” and why are they important in employment law?
Are agency workers entitled to Paternity Leave/Pay?
If a disabled agency worker requires an adjustment (e.g. a specific type of chair), who is responsible for providing it, agency or hirer?
Our retail business engages a large number of casual workers on zero hour contracts. However the business does tend to have the same casual staff attending for the same shifts on a weekly basis and then often use the same workers to increase their hours over busy periods such as Christmas. Some “casual staff” have been working these shift patterns for a number of years. I am having a conduct problem with one such employee and am unsure if the statutory disciplinary and dismissal procedures may apply to him. Has he inadvertently become an employee?
We employ seasonal ‘summer’ workers. If we employ them for successive summers are they covered by unfair dismissal legislation/expectation of summer work under custom and practice?