Restrictive covenants are clauses that are incorporated into a contract of employment that seek to restrict the actions of an individual after their employment has terminated. They play an important
Until recently it is fair to say, that where a business is having to consider making compulsory redundancies and employees are given the ability to volunteer for redundancy (often on
In November 2021, the Government introduced a new law requiring mandatory vaccination for staff in Care Quality Commission (CQC) registered care homes in England. The post Case law update –
The long running case of R (on the application of Palmer) v Northern Derbyshire Magistrates’ Court [2021] EWHC 3013 has sent ripples of concern through the insolvency industry, when it
In a case of real interest to those involved in unionised sectors of the economy, the EAT has held the provisions of the Trade Union and Labour Relations (Consolidation) Act
What is harassment and how to stop it Guide Get In Touch Home Our The post Our brief guide to harassment – what is it and how to stop it
In January this year, the DfE launched a consultation into the proposed changes to Keeping Children Safe in Education (KCSIE). Responses to the consultation must be made by March 11
The Home Office updated its Coronavirus (COVID-19): right to work check guidance yesterday (22 February 2022) – extending the end date for temporary adjusted right to work checks from 5
On 7 February, the Independent Commission on the College of the Future released their much anticipated further report, “Going Further and Higher”, on how collaboration between colleges and universities can
A quick round-up of recent employment law developments The post Employment winter update: News in brief appeared first on Shakespeare Martineau. You are unauthorized to view this page.
Here we take a quick look at some key employment case law decisions from recent months. The post Employment case law update | Winter 2022 appeared first on Shakespeare Martineau.
A disciplinary investigation is necessary when an employer needs to look further into the conduct of an employee, or to ascertain the facts surrounding an incident or allegation, prior to
From