Associative Discrimination Guide for Employers

associative discrimination

It is unlawful to treat someone unfairly in the workplace because they possess a protected characteristic, such as age, disability, gender reassignment, sexual orientation, race or religion, including if they associate with someone who possesses a particular characteristic. The following practical guide for employers on associative discrimination looks at what this is and when protection […]

Recruitment Law: Essentials for Employers

recruitment law

In the UK, there are several pieces of legislation which govern the employment lifecycle, including the recruitment and selection process. To minimise the risk of falling foul of the law, employers, and those responsible for recruiting on the employer’s behalf, must fully understand the legal implications when hiring someone new. In this guide, we set […]

Equal Pay Law: Employers’ Guide

equal pay law

Equality of pay remains an ongoing source of dispute and complaints in the workplace. Understanding the employment rights of their workforce, including the law on equal pay between men and women, forms an important part of an employer’s obligations. The following guide for employers looks at what the law says about equal pay, in this […]

Protected Conversations: Employers’ Guide

protected conversations

Protected conversations can form an important part of discussions between an employer and employee in relation to difficult or sensitive matters in the employment relationship. The following practical guide for employers looks at what a protected conversation means and in what circumstances this type of conversation can be used to help reach an agreement as […]

Employment Case Law Update February 2024

employment case law update

Read on for our monthly digest for employers on upcoming employment law changes and key, recent employment tribunal cases.   Increases in employment tribunal compensation limits from 6 April 2024 Individuals bringing employment tribunal claims in the UK will see a notable increase in the maximum compensation they can be awarded. Under the Employment Rights […]

Employment Tribunal Compensation Limits Increase From 6 April 2024

Increase in tribunal limits April 2024

Individuals bringing employment tribunal claims in the UK will see a notable increase in the maximum compensation they can be awarded. Under the Employment Rights (Increase of Limits) Order 2024, the following limits will apply from 6 April 2024:   Maximum compensatory award The maximum compensatory award rises from £105,707 to £115,115, allowing individuals to […]

Wrongful Dismissal: Employers’ Guide

wrongful dismissal

Wrongful dismissal is a specific type of claim where an employee is alleging their employer has breached contractual terms when terminating their employment. In this guide, we consider the legal and practical implications of wrongful dismissal claims and the measures that can be taken to reduce the risk of tribunal proceedings.   What is wrongful […]

Staff Handbook – What to Include?

staff handbook

The staff handbook can represent one of the most important documents in the workplace, providing employees with key information about the terms and conditions of their employment, as well as what to expect from their employer and what is expected of them. In this guide, we look at what the staff handbook is, including what […]

HR1 Form for Redundancies

hr1 form

When making workforce redundancies, employers have to meet certain legal obligations, depending on factors such as the number of jobs that are at risk and the timeframe within which the redundancies will take place. In some cases, the employer may also be required to provide the Secretary of State advance notice of collective redundancies using […]

Fire and Rehire Rules (Employers’ Guide)

fire rehire

‘Fire and rehire’ refers to when an employer dismisses an employee and rehires them on new terms. Also known as dismissal and re-engagement, firing and rehiring is typically used by employers who wish to vary the terms of their employees’ contracts but could not do so by agreement because te new terms are typically less […]