Managing employees/workers
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.
In Hayes v Rendall & Rittner Ltd, an employment tribunal held that it would have been a reasonable adjustment for the employer to reschedule a disciplinary hearing and to have it heard by telephone.
A model letter following a disciplinary meeting informing an employee that no disciplinary sanction will be imposed.
Enhanced with additional information, including on transfers involving multiple transferees and post-transfer changes to terms and conditions.
Enhanced with additional information, including on the implications of auto-enrolment for high earners and issues around exit payments and credits in defined-benefit schemes.
Enhanced to cover termination for medical reasons (TFMR), including encouraging employees to tell their employer, time off work, and support for partners.
A model letter following a disciplinary investigation to inform an employee that an informal approach will be taken.
We look at four employment tribunal cases in which the claimants successfully argued that they were discriminated against during difficult pregnancies and pregnancy loss.
In Smith v Pimlico Plumbers Ltd, the Court of Appeal held that a worker who was wrongly classified as self-employed and refused paid holiday by his employer is entitled to compensation for all the unpaid leave he took throughout his employment.
HR and legal information and guidance relating to managing employees/workers.