Contracts of employment
Multinational organisations are constantly in need of highly skilled staff and may consider fixed-term contracts as a strategic and flexible tool when hiring in a new market. Depending on the country at hand, fixed-term contracts may be a popular choice or an exceptional resource. But are they the right choice for your organisation?
The policy intent behind the measures relating to zero and low hours workers in the Employment Rights Act 2025 is to end one-sided flexibility and "exploitative zero hours contracts". This does not mean that there will be an outright ban on such contracts. What it does mean is that there will now be a legislative framework, the intention behind which is to deliver a better level of predictability and security for workers. Barrister and mediator Alison Frazer looks at the practical implications for HR.
The Budget, the first in the UK by a female chancellor, was designed to fill a public spending black hole, boost public services, secure financial compensation for victims of scandals, and maintain defence spending. Labour has sought to stand by its manifesto commitments and not apply extra taxes to 'working people'. However, as our panel of experts says, businesses will see considerable added costs.
With a general election confirmed for 4 July 2024, we look at two key areas where Labour's employment law proposals, if implemented, would transform the face of employment law in the UK and have significant implications for employers.
The Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 were intended to simplify the calculation of holiday pay and entitlement following the UK's departure from the EU. But they seem to have brought as much confusion as clarity. Darren Newman provides some guidance.
A number of changes to holiday entitlement and pay are due to come in next year, especially for workers with irregular hours and part-year workers. We look at what HR needs to know to be ready for the developments.
The Workers (Predicable Terms and Conditions) Act 2023 has now received Royal Assent. But will it fix the problem of zero hours contracts and precarious work? Probably not, says XpertHR consultant editor Darren Newman, who casts an eye over Labour's plans for a "New Deal" and points to a forgotten proposal with the potential to make a real difference.
In some countries, clauses that restrict employees from working for a competitor or setting up their own business after they leave are not enforceable unless the ex-employee is paid. But would this work in the UK? Justin T Tarka, employment lawyer at Ogletree Deakins, looks at the pros and cons.
As we reach the midpoint of 2022, HR professionals would be forgiven for losing track of all the live employment law proposals and what they mean for their organisation. To assist HR with planning for the rest of the year and beyond, we round up the major employment law changes in the pipeline as of mid-2022.
The Government has said that it intends to publish a new statutory code of practice on "fire and rehire". Consultant editor Darren Newman asks whether the code would be sufficient to clamp down on unscrupulous employers that want to impose new terms and conditions on staff through dismissal and reengagement.
Commentary and insights: HR and legal information and guidance relating to contracts of employment.