Perceptive Discrimination at Work

Perceptive Discrimination

In the UK, it is unlawful to treat someone less favourably than someone else at work because of certain protected characteristics, such as their age, sex, disability, race or religion. This includes treating someone unfairly because of a perception that they possess a particular characteristic. The following guide for employers outlines the law relating to […]

When Does TUPE Not Apply?

when does tupe not apply

The law on transfers of undertakings is intended to support a relatively simple underlying purpose: to protect and preserve an employee’s rights if the business that employs them changes hands. The legislation itself, however, is notoriously complex and technical. It is therefore important, especially for the incoming employer, to understand when and why the statutory […]

SOSR Dismissal: What Is Some Other Substantial Reason?

sosr dismissal

To dismiss an employee lawfully, employers have to be able to provide a fair reason. There are five potentially fair reasons for dismissal set out under section 98 of the Employment Rights Act 1996. These relate to employee conduct, capability and performance, redundancy, breach of a statutory restriction or Some Other Substantial Reason (SOSR).   […]

Dealing with Misconduct at Work

misconduct at work

Misconduct at work relates to behaviour deemed by an employer to be unacceptable in the workplace environment. Misconduct can have the effect of damaging a business’ reputation as a fair employer or a trustworthy company to deal with. It can cause damage to the property and belongings of the business and can lead to complaints […]

Employing Casual Workers (HR Help)

casual worker

The term ‘casual worker’ describes an individual who is not part of a business’s permanent workforce. Casual workers typically supply services on a flexible or irregular basis, usually to meet varying demand for work. It is not defined in employment law, rather, it is a catch-all phrase used to describe someone who does not have […]

Data Subject Access Request (Employer’s Guide)

data subject access request

Under the General Data Protection Regulation (GDPR), employees have the right to request and obtain a copy of their personal data held by their employer, or former employer. This is known as making a data subject access request (DSAR). The GDPR places strict compliance requirements on employers to deal with subject access requests. While the […]

Hiring Contractors (Employers’ Guide)

hiring contractors

How an individual is employed by an organisation to undertake work, for example, on an employed or self-employed basis, will be key in determining the legal rights and responsibilities between the parties. This includes important matters such as the way that person is paid, and any respective liabilities to deduct or account for Income Tax […]

Can You Dismiss An Employee On Sick Leave?

Can You Dismiss An Employee On Sick Leave

Employers can lawfully dismiss an employee who is off sick, provided they have a fair reason for dismissal, act reasonably in all the circumstances and follow a fair procedure. The following guide for employers on dismissal due to sickness absence looks at what amounts to potential grounds for dismissal in this context, from conduct to […]

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 […]

Legal Implications of Working Two Jobs

working two jobs

Given the current surge in the cost of living, many employees may either be looking for a pay rise or, if their existing employer cannot offer more money, they may instead be looking to take on a second job. The current cost of living crisis will inevitably force more and more staff into double jobbing […]