Managing employees/workers

New and updated

• Type:

  FAQs

  What should an employer take into account in deciding if, and what, disciplinary action is merited?

• Type:

  FAQs

  What rights do employees have in relation to time off work for antenatal care?

• Type:

  FAQs

  Where an employee notifies their employer of their intended maternity leave start date how should the employer respond?

• Type:

  FAQs

  What are the possible consequences where an employer fails to respond to an employee's notification of their intended maternity leave?

• Type:

  FAQs

  What are the consequences for an employer that dismisses an employee to avoid paying them statutory maternity pay?

• Type:

  FAQs

  Is there any right to legal representation at a disciplinary hearing?

• Type:

  Employment law cases

  Manager's mishandling of flexible working request led to constructive dismissal

  A manager's disastrous mishandling of an application for flexible working, from an employee who had returned from maternity leave, meant that she resigned and successfully claimed constructive dismissal.

• Type:

  Employment law cases

  Case of the week: Constructive dismissal following a TUPE transfer

  This week's case of the week, provided by Thomas Eggar LLP, covers constructive dismissal following a TUPE transfer.

• Type:

  Employment law cases

  Claimant rightly excluded from disciplinary hearing over fears of witness intimidation

  This case is a useful example for employers of how to carry out a disciplinary investigation and hearing into a violent incident, when the alleged victim or witnesses might feel intimidated.

• Type:

  FAQs

  If an employee has used social media to make a defamatory comment about one of their employer's competitors, what should the employer do?