All types, filtered by Employee status
Extending redundancy protection: women and new parents
On 25 January 2019, BEIS opened a consultation seeking views on its proposals to extend the redundancy protection of new mothers from the date they notify their employer in writing of their pregnancy to six months after their return from maternity leave. Here we look at what the consultation proposes for new mothers and parents.
Uber’s employment status lifeline
The employment status arguments in Uber B.V. and others –v- Aslam and others rumble on as Uber takes the case to the Supreme Court. Here we look at the earlier decisions made by the Court of Appeal and what's next for the gig economy workforce.
A guide to TUPE
The Transfer of Undertakings (Protection of Employment) Regulations 2006 ("TUPE") implement European laws designed to protect employees whose contracts of employment are in effect transferred to a new employer who takes over all or part of the business of the old employer.
A guide to alternative employment
Under the Employment Rights Act 1996 (ERA) an employer may be able to avoid liability to make a redundancy payment if an offer of suitable alternative employment is made to an employee whose existing job has become redundant.
Employee retention and its importance to your business
As the employment and labour market is continuing to change, with unemployment rates falling in the UK and the supply of labour being impacted by Brexit, employers will need to consider strategies for increasing employee retention.
How do you assess an individual’s employment status?
The most important point to note when assessing employment status is that how you describe someone, whether in written documentation or verbally, does not necessarily dictate their true employment status.
Considerations for engaging with independent contractors
Independent contractors are not considered to be employees and are typically highly skilled, providing their clients with specialist skills or additional capacity on an as needed basis. A self-employed individual provides the employer with his or her services, but remains independent.
Zero-hours contracts (ZHC(s)) have been a hot topic in employment law in recent years with much debate as to whether they offer businesses and workers mutual flexibility to work when required or are a form of exploitation with very little workplace protection.
Sign up for updates, insights and news
For the latest stories, articles and legal advice from our team of experts, sign up now by entering your email address.
No spam, we promise.