Restraint of Trade Clauses: Employer Advice
A restraint of trade clause in an employment contract can be an effective way of restricting the post-termination activities of a key or senior employee, by helping to protect the employer’s legitimate business interests if that individual’s employment comes to an end. However, not all restraint of trade clauses will be enforceable by the courts. […]
Workforce Planning UK 2026: What It Is & How to Do It
Workforce planning is the process of analysing and forecasting an organisation’s current and future staffing needs to ensure the right people are in the right roles at the right time. It allows employers to identify skills gaps, anticipate future workforce demands and align staffing strategies with business objectives. Strategic workforce planning requires collaboration between HR, […]
Compulsory Redundancy Guide for Employers
Whatever the business driver behind redundancy, employers must in all cases follow a fair and transparent procedure when making someone redundant. In this guide for employers, we explain the process you need to follow when making compulsory redundancies. What is compulsory redundancy? A redundancy situation is where you terminate an employee’s contract of employment because you […]
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 […]
Drug Testing in the Workplace: Guide for Employers
Drug-testing in the workplace can often be a difficult and daunting issue for employers and HR personnel to handle, where it is important to strike a balance between the individual rights of your employees with the health and safety of your workforce and the wider public. Below we look at the rules relating to drug […]
How to Support Employees Returning to Work After Stress Leave
Employees returning to work after stress leave are likely to need support and potentially adjustments to help them with the transition as they reintegrate and resume their roles. Stress-related absences can impact both the individual and the organisation, making it important to handle the return to work process with care, compassion and understanding. With the […]
Unlawful Deduction of Wages
Employees are protected by law from unauthorised sums being taken from their pay. If an employee can show that an employer has unlawfully taken money out of their wages, they may be able to take legal action to recover the money. However, if you as an employer believe you are owed money from an employee […]
Capability Dismissal: Employer Guidance
A capability dismissal refers to an employer terminating an employment contract on the basis of the employee’s underperformance or ill-health. Employers are permitted to lawfully dismiss employees due to poor performance, but in doing so they must follow a fair process. This means, among other requirements, that the employer has to have a reasonable belief […]
Dealing with False Accusations at Work
False accusations at work refer to when an employee is wrongly accused of misconduct, poor performance or inappropriate behaviour. Such situations can create significant challenges for UK employers, as they impact workplace morale, employee wellbeing and organisational culture. Handling these allegations fairly and effectively is essential to avoid damaging morale and potential legal claims. Employers […]
Annualised Hours: Benefits, Challenges & Best Practices
Annualised hours are the total number of hours an employee works in one year. It refers to a type of employment contract where the employee commits to working their annualised hours over the course of the year, some on a ‘core’ or ‘rostered’ basis and the rest on an ‘unrostered’ basis or short notice to […]