When considering employing at a senior level today the employer has to ensure that the contract takes into account the following issues:-
i) Bonuses and the form they take, as well as the salary
ii) Notice periods
iii) Restrictive covenants
iv) Equity and tax
The Supreme Court has ruled against the fees for employment tribunals which they said discriminated against the low paid and females.
Lord Reed, giving the lead judgement, with whom six other judges, including the President and Deputy President, agreed said the decrease in the number of claims issued due to the fees was inconsistent with access to justice.
The Government has now started the process of refunding the fees that have been charged since July 2013 which is believed to be about £32,000,000.
Commercial property solicitors in London have ‘inboxed’ their employment departments to brace themselves for a substantial increase in contract work.
Purchasers have spent £1billion on retail space in central London in the first six months of this year originating particularly from Singapore and Hong Kong. The City unfortunately is not faring as well due to the Brexit vote and the uncertainty of its position with the European Union.
Employment solicitors in London are bracing themselves for a flurry of activity in the preparation and reviewing of settlement agreements and tribunal proceedings.
Banks such as Credit Suisse, Barclays and Deutsche are reducing their investment banking departments and some are reducing staff numbers by thousands. Challenging market conditions, unprecedented low levels of client business, exposure to illiquid inventory and an inflexible cost base have together conspired to create an extremely depressing scene.
Commercial solicitors in London with strong employment departments are bracing themselves for a surge in fresh instructions as new retail ventures, food and tech businesses commence trading weekly.
There is a strong bullish sentiment as to hiring new staff currently in this sector.
Romford in Essex is the start-up capital of Great Britain with 6,188 new business start-ups last year.Share This:-
Time off to accompany a pregnant woman to ante-natal appointments
This new right will be available to employees and qualifying agency workers. It applies to the pregnant woman’s husband, civil partner or partner (including same-sex partner), the father or parent of a pregnant woman’s child, and intended parents in a surrogacy situation who meet specified conditions.
The entitlement is to unpaid leave for up to two appointments, capped at 6.5 hours per appointment. Employees will have the right to bring claims in the Employment Tribunal if their employer unreasonably refuses to let them take time off for this purpose.
Employers can offer provision more generous than the statutory entitlement and also decide to make the leave paid, if they wish to do so.
A similar right for adopters will come into force in April 2015.
The Supreme Court has held (Clyde & Co LLP and another v Bates van Winkelhof  UKSC 32,) that a former equity partner of a law firm incorporated as a limited liability partnership (LLP) was clearly a worker and therefore eligible to bring a whistleblowing claim against the LLP. As a result of this decision, LLP members will become entitled to a range of other statutory rights which are available to workers, but not the genuinely self-employed. These include the right to paid annual leave, limits on working time and protection from less favourable treatment if they work part-time. This significant judgment extends protection to many thousands of members of firms, often those working in heavily regulated industries such as law, accountancy and financial services.
A checklist explaining the significance of the distinction between an employee, a worker and a self-employed contractor has been produced.
This has been produced by one of our recommended solicitors.Share This:-
Employment Law is always changing, and this year is no exception. These changes normally come into effect in April or October. This year, however, there does seem to be a variety of changes coming in outside of these times. Notably, after a short delay earlier this year, on 30th June 2014 the modifications on the Right to Request Flexible Working come in to effect.
The changes in themselves are not comprehensive, but could have substantial effects for some businesses.
Flexible working is where, as an example, hours of work are varied or staggered. Requests might not always be in the form of a decrease in working hours to a company, as employees could not want or have the ability to afford to decrease their pay, so it could be, for instance, flexi working, compressed hours, working from house or yearly hours; there are numerous options available.
Flexible working will now be available to ALL employees, with certifying service.
As of the 30th June, all employees who certify can make a formal written request for flexible working. The existing statutory procedure is being gotten rid of and companies will now be needed to hear requests in an affordable manner. The previous business grounds for declining requests will remain.
On receipt of all formal demands, employers ought to always act fairly and regularly. Preferably following the summary steps below in an affordable way.
– Employers ought to organize to meet with the worker to discuss the formal request in more information, in line with their company’s Flexible Working Policy
– After the meeting, the company ought to take time to think about the request and conversations, which took place during the course of the conference
– The employee must then be notified of the result. This can be done in person first, and then follow-uped in writing.
– The worker has the right of appeal ought to the request be decreased
As a company, you could now get formal flexible working requests from ALL staff members with qualifying service. All applications should be treated fairly and regularly, and be taken care of in a sensible way.
As a company you will want to ensure that you have all the right paperwork in place to support your business at present and in the future. Therefore if you have issues or want to discuss your current and future contract of employment you ought to consider getting in touch with an employment solicitor. WhichSolicitor.info can suggest the best solicitor in your area.
For a recommended employment solicitor in London contact us at Which Solicitor? – The Solicitors Information Service on 020 7483 4833.
Advice leaflet – The right to apply for flexible working (for requests made before 30 June 2014)Share This:-