We’ve had a lot of cases recently when questions have arisen regarding an employee’s right to be accompanied at various meetings.
Given that it’s something that has come up quite frequently we thought we’d take this opportunity to provide you with some more information on this right and how it works.
When a key employee leaves your organisation one of your biggest concerns is whether or not they are about to steal your clients and intellectual property. To limit what a former employee can do, or what they can take from your business, it is common practice to include post termination restrictions, also known as restrictive covenants, within your contract.
The Government is currently considering whether post termination restrictions unfairly hinder employees from moving freely between jobs or even stifling entrepreneurship; this blogs highlights the risk areas and what you should consider before overloading your contracts with onerous covenants that may be legally unenforceable.
There are so many reasons why employment relationships need to be terminated. There are times when employees just do something wrong (or stupid!); there are times when the business needs to change and new skills are required; there are then times when it’s clear that there’s just no fit between the employee and employer. In this blog, we’ll take a look at the options open to you when you decide that things just aren’t working out.
Many employers have a list of behaviours in their disciplinary policy that constitute gross misconduct. If an employee commits one of these ‘crimes’ then the outcome is clear: their employment is terminated without notice as what they have done is so serious that it makes their continued employment impossible.
In many cases this may be true but there have been some recent tribunal decisions that cast doubt as to whether dismissal in the case of gross misconduct is always going to be deemed acceptable.