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- Type:
- Contract clauses
A model contract for engaging an employee on a zero hours contract on a permanent basis.
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- Date:
- 19 January 2024
- Type:
- Podcasts and webinars
We discuss the key employment law changes expected to come into force this year and reflect on some important case law decisions from 2023.
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- Type:
- Legal timetable
Updated to reflect that the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023 came into force on 1 January 2024.
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- Date:
- 16 November 2023
- Type:
- Commentary and insights
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.
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- Date:
- 8 November 2023
- Type:
- Commentary and insights
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.
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- Type:
- Employment law cases
In Harpur Trust v Brazel, the Supreme Court held that holiday pay for part-year workers should not be calculated on a pro rata basis, but by applying the approach set out in s.224 of the Employment Rights Act.
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- Date:
- 1 July 2022
- Type:
- Commentary and insights
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.
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- Type:
- Employment law cases
In The Harpur Trust v Brazel, the Court of Appeal held that holiday pay for "part-year workers" should not be calculated on a pro rata basis, but by applying the approach set out in s.224 of the Employment Rights Act 1996 and calculating average weekly remuneration over the previous 12 weeks.
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- Type:
- Employment law cases
In Roddis v Sheffield Hallam University, the Employment Appeal Tribunal (EAT) held that a lecturer employed under a zero hours contract was employed under the same type of contract as a permanent full-time lecturer for the purposes of his claim of less favourable treatment under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551).
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- Type:
- FAQs