Falsifying Documents at Work
Falsifying documents refers to the act of altering, fabricating, or misrepresenting information in official or work-related records. Such actions may include forging signatures, backdating documents or creating entirely fake documents. In the workplace, falsified documents can range from falsified expense claims and timesheets to tampered employment records or fraudulent certifications. For UK employers, falsified documents […]
Employer Vicarious Liability Rules in the UK
By law, employers can be held vicariously liable for certain acts of their employees. This means that even where the employer itself has technically done no wrong, it can still be found responsible for employees’ actions and required to financially compensate the victim of the wrongdoing. The rationale behind the rules of employer vicarious liability […]
Employee Walking Out Of A Job: Employers’ Guide
Does someone walking out of a job mean they have resigned? Walking out of a job occurs when an employee leaves their workplace abruptly without providing notice or following proper resignation procedures. These situations can create immediate challenges for employers, including disruptions to operations, unfinished work and potential morale issues within the team. Employers must […]
Shortlisting: Best Practices for Employers
Shortlisting is a crucial stage within the recruitment process, when employers identify the candidates from their applicant pool who best meet the essential and desirable criteria for the job opening in question. For employers, the shortlisting process should optimise both the effectiveness and efficiency of candidate selection for interview. There are, however, important legal considerations […]
Variation Clause: Guide for UK Employers
A variation clause in an employment contract allows an employer to make changes to the terms and conditions of employment without requiring further consent from the employee. These clauses are commonly included to provide flexibility, enabling employers to adapt to business needs, such as changes in working hours, job roles, or workplace policies. While variation […]
Final Written Warning: Guide for UK Employers
A final written warning is a formal step in the disciplinary process, issued when an employee’s misconduct or performance issues are serious or persistent. It acts as a last opportunity for the employee to improve their behaviour or meet required standards before further action, such as dismissal, is considered. The warning typically outlines the specific […]
Types of Pay Structure: Essential Guide
A pay structure is a framework that outlines how employees are compensated within an organisation. It provides a systematic approach to setting salaries, ensuring consistency, fairness, and alignment with business objectives. There are various different types of pay structure that can be implemented within an organisation, although the most suitable structure will depend on a […]
Mutuality of Obligation: Employers’ Guide
Under UK law, an individual’s employment status determines their workplace rights and entitlements, as well as the obligations of their employer. Understanding the rules around employment status can be important in establishing the respective rights and responsibilities of the employer and the individual presenting for work. There are a number of legal tests to help […]
Share Code for Settled Status 2026: How to Check & What It Shows
A share code for settled status is an online tool provided by the UK government that allows individuals with settled or pre-settled status under the EU Settlement Scheme to prove their right to work in the UK. Instead of presenting physical documents, individuals can generate a unique code through the Home Office online system, which […]
ET3 Form: Respond to an Employment Tribunal Claim
The ET3 form is the document employers must complete when responding to an Employment Tribunal claim made against them. When an employee submits an ET1 form to start a claim, such as for unfair dismissal or discrimination, the tribunal sends a copy to the employer along with the ET3 response form. Employers have 28 days […]