Down Arrow

10 March 2023
Employers and Employees are generally of the agreed understanding that it is sometimes better to bring an employment relationship to a mutually agreed end, rather than subjecting either party to rigorous internal or external (legal) proceedings or processes. Settlement agreements are, in their very existence and also highly common usage, evidence of this understanding. But how do you safely and compliantly begin discussions regarding ending the employment relationship, something which is often a difficult and awkward situation? Employers have long sought a way in which they can instigate discussions regarding an employee’s position in the business or organisation without any…

03 March 2023
Settlement agreements, as most of our readers will know, require some specific clauses to be legally binding. These include confirmation that the employee has received legal advice as to the terms and effect of the agreement, and also that this adviser is named within the agreement. Other clauses in settlement agreements (e.g. confidentiality clauses) may be popular, but they are not in fact required. One of these popular but non obligatory clauses used to close off the end of an employment relationship, especially with senior staff, is one confirming that the employee will provide relevant assistance to the employer in…

22 February 2023
Our Partner Hina Belitz has been published in the Solicitors Journal discussing one of her expert topics, neurodivergence and reasonable adjustments. The full article can be found on the Solicitors Journal website here, but we have provided the text of the article below: Hina Belitz reviews the practicalities of discrimination law and equality practices at work Discrimination law is challenging, but disability discrimination law where it relates to neurodivergent conditions can prove even more so. I recently commented on the December 2022 employment tribunal decision of Jandu vs Marks and Spencer (2200275/2021), which considered in detail ‘reasonable adjustments’ in relation…

17 February 2023
Collective redundancies are a difficult but sometimes necessary step taken by companies who are looking to conduct large scale cost cutting. To ensure these steps are taken fairly, there are numerous obligations to managing redundancy on a large scale, which are enshrined in TULRCA 1998 (The Trade Union and Labour Relations Consolidation Act). Given the employment law news that we have seen this year surrounding collective redundancies, particularly the behaviour of P&O ferries, we believe it is a good time to refresh what obligations employers are under when conducting this delicate step. Please be aware that these obligations require clarity…

10 February 2023
The world of work is a tricky place, and can sometimes come to a more acrimonious ending than both an employee and employer would like. Hina Belitz and her team see multiple cases of individuals who are aggrieved and upset about the position in which circumstances with their employer has left them. Whilst some are rightly aggrieved by employer behaviour and some are upset for other more personal reasons, we see numerous cases of individuals wanting to go straight to an employment tribunal to ‘fight’ for well-meaning reasons of ‘justice’ and what they think is right. Whilst we admire the…

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excello law partners employment lawyers londonPartners Employment Lawyers is not a firm of solicitors. Members of Partners Employment Lawyers are consultants at Excello Law Limited and legal services are provided by Excello Law Limited which is authorised and regulated by the Solicitors Regulation Authority under SRA number 652733.
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