Back to basics – Employment Law Series – Section 1 statements to be provided to employees (and, from 6 April 2020, workers)

We have put together a 5-part series of blogs in which we will explore the basics and fundamentals of employment law. Today’s focus is Section 1 statements. It is critical for all HR officials and businesses to have a sound foundation in employment law so as to limit risk and avoid disputes …so let’s get the basics right! Section 1 statement of particulars of employment – the basics you need to know In this part of blog, we will focus on the written statement of certain particulars of employment to be provided to employees (and, from 6 April 2020, workers…

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Update - Annual Employment Tribunal award limits increase from 6 April 2020

The Employment Tribunal award limits are set to increase on 6th April 2020. Maximum amount of “a week’s pay” for the purpose of calculating a redundancy payment or for various awards including the basic or additional award of compensation for unfair dismissal has increase from £525 to £538 Limit on amount of compensatory award for unfair dismissal has been increased from £86,444 to £88,519 For more information on the other increases CLICK HERE

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Payment in lieu of notice – cause of confusion

We thought it would be helpful to explain the concept of payment in lieu of notice as we have recently come across cases where it is evident some people are confused about the different ways in which to treat notice.  Notice can be served at work, can run at home on garden leave, or be paid in lieu – which means paid up (which is a payment in lieu of notice (PILON)), instead of the first two options noted here. When an employer properly exercises its contractual right to make a payment in lieu of notice, the contract of employment…

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Back to basics – Employment Law Series – Post Termination Restrictions – what all employers should know

We have put together a 5-part series of blogs in which we will explore the basics and fundamentals of employment law. Today’s focus is post termination restrictions. It is critical for all HR officials and businesses to have a sound foundation in employment law so as to limit risk and avoid disputes …so let’s get the basics right! Post Termination Restrictions – the basics you need to know In this part of blog, we will focus on post termination restrictions, in particular the general and key principles and why employers may impose post-termination restrictive covenants Why impose post-termination restrictive covenants…

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Guide to volunteer status and continuous employment

Does the time an employee spends as a volunteer (prior to becoming an employee) count towards ‘continuous employment’ potentially entitling them to employment protection? Continuous employment determines whether an employee can bring certain claims such as unfair dismissal (which usually requires two years’ service) and is used in the calculation of the amount of a basic award and statutory redundancy payment. The period of continuous employment generally commences when an employee's contract starts and ends when it terminates. Under Employment Law legislation, an employee's period of continuous employment ‘begins with the day on which the employee starts…

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