Employee Relocation Rights: Guide for Employers
Whatever your organisation’s reasons for moving premises -whether for financial reasons or to be nearer to customers – the relocation process is invariably complex, carrying a number of risks and challenges for employers. The priority should be retaining key personnel and maintaining a positive and productive workforce through the relocation process, while reducing legal risk […]
Changing a Job Description: UK Employment Law Guide
If managed correctly, changing a worker’s job description can help your organisation adapt its operations while improving morale and increasing the flexibility of your workforce. Employers are allowed to change workers’ job roles, provided there are contractual terms in the employment contract allowing them to do so, such as a flexibility clause, and the employee […]
90 Days? Notice Period To Change Employment Contract Terms
Changing an employee’s contract of employment is not something you can usually do without their consent. Further, even where the employment contract contains some form of flexibility or variation clause, you can only make use of this type of contractual provision where it is reasonable to do so and having provided the employee with sufficient […]
Working Under Protest: Guide for UK Employers
When an employee is working under protest, it is imperative as an employer that you seek to resolve the issues that form the basis of their complaint as soon as possible, otherwise you potentially risk exposure to claims for breach of contract or constructive dismissal. Working under protest is when an employee continues to perform […]
Secondment Agreement: Guide for Employers
A secondment agreement is a formal arrangement where an employee temporarily works for another organisation or department while remaining employed by their original employer. Secondments can be internal, involving moves within the same organisation, or external, where the employee is placed with a different company or organisation. Whether your organisation is considering a programme of […]
Collective Bargaining & Agreements
Collective bargaining is a process where employers and trade unions negotiate terms and conditions of employment, such as pay, working hours and benefits. It is a key part of industrial relations in the UK and aims to ensure fair treatment of employees while maintaining a productive working environment. Agreements reached through collective bargaining are legally […]
Restructuring & Role Changes: Guide for Employers
Restructuring and role changes occur when an organisation makes adjustments to its structure, workforce or job roles to better meet business needs. Examples include combining roles, changing job responsibilities or removing positions to improve efficiency, reduce costs, or adapt to market conditions. Restructuring can, however, be a challenging and unsettling experience for all those involved. […]
Employee Liability Information & TUPE
Employee liability information is a fundamental part of the Transfer of Undertakings (Protection of Employment) Regulations, known as TUPE. It requires the outgoing employer to provide the incoming employer with key details about the employees who are transferring as part of a business or service transfer. The information must include names, ages, employment terms, pay […]
TUPE Measures: A Guide for Employers
Employees who are transferring to a new employer under the TUPE provisions are afforded certain protections by law. Whether you are the ‘incoming’ or ‘outgoing’ employer, falling foul of your obligations can be avoided through careful planning. TUPE measures refer to the changes proposed by an employer during a business transfer under the Transfer of […]