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07 September 2011 Employment advice

A settlement agreement is the formal name given to a termination agreement between an employer and an employee. Although marked "Without Prejudice" (ie off the record), once signed the agreement becomes binding upon you and your employer. The effect of you signing a settlement agreement is that in exchange for a termination payment and any other benefits which your employer agrees to give you, you will be giving up most, if not all, of your employment-related legal rights. This means that once you have signed the agreement, you will not be able to bring any claim in respect of your employment or its termination in an Employment Tribunal, County Court or High Court. For example, you cannot bring an unfair or wrongful dismissal claim, any form of discrimination claim, any breach of contract claim or claim for…
06 September 2011 Employment advice

More than 1.3 million workers have lost their jobs during this recession and there are substantial public sector job cuts to come. Even if you do not face redundancy, it is likely that you know someone who will. It therefore pays to know your rights. If you have more than one year's employment, you may be able to claim unfair dismissal if the redundancy was not genuine or your employer did not follow the correct procedure. You have to move quickly though - you only have three months from the date your employment ends to start a claim. In following the correct procedure, your employer has to consult with you individually in a series of meetings. This gives you a chance to come up with suggestions for avoiding your redundancy, consider any other jobs your…
03 September 2011 Employment advice

A Restrictive Covenant is a contractual term restricting an employee's activities after termination but is void for being in restraint of trade and contrary to public policy unless the employer can show that: It has a legitimate proprietary interest that it is appropriate to protect. The protection sought is no more than is reasonable having regard to the interests of the parties and the public interest. General An employer cannot impose a covenant merely to stop someone competing, but it can seek to stop that person using or damaging something which legitimately belongs to it. This type of restriction is to be distinguished from the duty of confidentiality that an employee owes to an employer. The duty of confidentiality is founded in common law and does not require an express restraint to be…
02 September 2011 Employment advice

According to the Health & Safety Executive (HSE), over 400,000 employees suffer stress, depression or anxiety caused or made worse by their current or past work.  Over 13 million working days are lost each year as a result of stress. In addition to loss of productivity, employers need to take care not to put themselves at risk of a claim from an employee, resulting in both financial penalties and potential loss of reputation.  O2 was ordered to pay nearly £110,000 in damages to an accountant who suffered ill health, having requested assistance on a number of occasions. Through taking a positive approach to tackling work related stress your business also stands to benefit from improved morale amongst staff and reduced cost of absences, sickness cover and recruitment. Stress is defined as: 'the adverse reaction people…
08 August 2011 Employment advice

New laws protecting agency workers come into force on 1 October 2011. For example, from the start of their assignment, agency workers will be entitled to access any collective facilities and amenities that other employees or workers within a business have access to (such as child-care facilities). Who is an agency worker? An agency worker is any individual who: Is supplied by a temporary work agency (TWA) to work temporarily for and under the supervision and direction of your business; and Has a contract with the TWA, which is either: a contract of employment with the TWA; or any other contract to perform work and services personally for the TWA. A TWA is an employment business that supplies workers to hirers for temporary work (as opposed to an employment…
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