-
- Type:
- How to
Practical guidance on the restrictions on harmonising contractual terms and conditions following a TUPE transfer, including economic, technical and organisational (ETO) reasons for variation, and the potential impact of restructures.
-
- Date:
- 19 November 2021
- Type:
- Commentary and insights
Employment tribunals have been deciding coronavirus-related cases throughout 2021. We set out 10 key first-instance rulings related to the pandemic and highlight what lessons employers can learn from them.
-
- Type:
- Employment law cases
We look at four employment tribunal cases in which the claimants argued that their employer's failure to make better use of the Coronavirus Job Retention Scheme rendered their dismissal unfair.
-
- Date:
- 2 September 2021
- Type:
- Podcasts and webinars
When was the last time you reviewed your employees' contracts of employment? Do they reflect changed circumstances and current business needs? Employment lawyer Max Winthrop examines why it is important to understand and review the terms and conditions of the employment relationship, including those that may evolve through custom and practice.
-
- Type:
- Letters and forms
A model letter to invite an employee to a meeting to discuss a potential permanent move to hybrid/blended working. For example, your organisation could seek to agree with the employee to split their time between working from home and attending the workplace, or to build increased flexibility into the employee's working location.
-
- Type:
- Letters and forms
A model letter to confirm a permanent move to hybrid/blended working. For example, your organisation could have agreed with the employee to split their time between working at home and attendance at the workplace, or to build increased flexibility into the employee's working location.
-
- Type:
- Letters and forms
A model letter to an employee proposing to change their pay date.
-
- Type:
- FAQs
-
- Date:
- 31 July 2020
- Type:
- Podcasts and webinars
Employment lawyer Darren Newman guides us through the process of varying an employee's terms and conditions including the procedure for dismissing and re-engaging an employee, and how to deal with an avalanche of flexible working requests from employees who want to make their lockdown way of working permanent.
-
- Date:
- 24 July 2020
- Type:
- Commentary and insights
Demoting employees as part of a restructuring programme may offer a more favourable alternative to redundancies, but employers need to beware of the ramifications of making such contractual changes and to ensure the process followed is lawful. Paida Dube, employment law solicitor at DavidsonMorris, explains.