Commercial Client

  • Age Discrimination - Be Prepared

    There are currently 20 million people aged 50 and over in the UK and the figure is expected to reach 27 million by 2030. On 1 October 2006, the Employment Equality (Age) Regulations came into effect. This legislation makes it unlawful to discriminate on the...

  • Collective Redundancy Consultation

    Employers should be aware of the potentially serious financial consequences of failing to consult when making collective redundancies. If an employer is proposing to make redundant 20 or more employees at one establishment within a period of 90 days or...

  • Compromise Agreements - Tax Position Clarified

    A compromise agreement is an agreement made between an employer and an employee who is having their contract of employment terminated. It sets out the terms under which the termination will take place and contains a provision that the employee will receive a...

  • Dealing with Employee Absence

    Employee absences can be both costly and disruptive. It is advisable to have systems in place to measure and analyse these costs so that you can identify problem areas. Are there patterns of absence? Does a particular department have a below average...

  • False Claims on a CV - What to Do

    According to research by the Risk Advisory Group, more than half of CVs submitted by job applicants contain lies or inaccuracies. These range from gaps in employment history to false claims regarding qualifications and failure to mention fraud committed...

  • First Criminal Prosecution for Deliberate Non-Payment of the NMW

    The owners of a Sheffield butcher's shop have been ordered to pay more than £11,000 to two former employees because they failed to pay them the National Minimum Wage (NMW). This is the fourth successful NMW prosecution to date but it is the first in...

  • Health and Safety Breaches - Penalties L

    The Health and Safety Offences Act 2008 received Royal Assent on 16 October 2008 and came into force on 1 January 2009. It amends Section 33 of the Health and Safety at Work etc Act 1974 and has increased penalties for breaches of health and safety...

  • New Way to Settle Workplace Disputes

    The Employment Act 2008 will introduce new laws with regard to the settlement of workplace disputes. The change follows an independent review, carried out by Michael Gibbons, a member of the Department for Business, Enterprise and Regulatory...

  • Pension Schemes and Age Discrimination

    The parts of the Employment Equality (Age) Regulations 2006 that apply to pension schemes came into force on 1 December 2006.   The Regulations prohibit age-related discrimination and harassment, allowing discriminatory treatment only when it can be...

  • Protecting Business Interests

    When an employee leaves to go to work for another organisation, their employer may wish to have in place safeguards to protect sensitive information relating to the business, to prevent it from falling into the hands of a competitor. One possible way of...

  • Recruitment - Preventing Illegal Working Without Discrimination

    Hardly a day goes by without there being some mention of illegal immigration in the news. The number of people discovered working here unlawfully has risen sharply in recent years. There has been much talk of the possible introduction of a national...

  • Stress - An Employer's Duties

    Dealing with stress in the workplace is a difficult issue for employers. As well as specific duties under health and safety legislation, employers owe their employees a common law duty to take reasonable care to safeguard their health and safety and this...

  • TUPE Regulations - A Brief Guide

    The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) apply to any size of business and protect the employment rights of employees when their employer changes as a result of the relevant transfer of a business or a part of one....

  • The New Insolvency Regime

    In September 2003, the insolvency provisions of the Enterprise Act 2002 came into force, bringing in a new regime for dealing with insolvencies. The main features of the new rules are: a streamlined procedure for putting a company into...

  • Written Statement of Employment Particulars

    A contract of employment may be verbal but all employees, whether part-time or full-time, are entitled by law to be given a written statement setting out the main particulars of their employment, provided their employment lasts for one month or more. All the...