Reducing unfair dismissal compensation due to the employee’s contributory fault
News
There are a number of mechanisms an Employment Tribunal can apply to reduce unfair dismissal compensation (such as a Polkey deduction etc), and this time we will explore the principles of ‘contributory fault’.
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When an employee is dismissed as ‘redundant’ the employer is indicating that this role is no longer required. This is a simple concept, but the law surrounding redundancy can be complicated.
In addition, different legal obligations apply depending on the number of employees you plan to make redundant.
A restrictive covenant is a clause in a contract that protects your business if a member of staff leaves. They aim to prevent an employee from joining a competitor for a limited period, from soliciting or working with customers or from soliciting or employing your staff. Without proper covenants in place, particularly for executive roles, your business is at risk.
Clarke Willmott’s specialist team act for directors, stakeholders, insolvency office holders and a government department. We are known for being creative and innovative lawyers and our in-depth knowledge and technical expertise ensures we provide practical, pragmatic and commercially astute advice.
As your business grows and evolves, restructuring and reorganisation is often inevitable. The need for change can also arise during times of economic uncertainty, when challenging decisions must be made. Managing the process correctly plays a crucial role in the long-term health of your business and taking advice early is critical to ensure the legal risks are effectively managed.
Right to Work Check penalty increases for employers
News
The Home Office have recently announced further changes in immigration policy in attempts to clamp down on unlawful migration; this time with the effect of targeting employers.
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A settlement agreement is a legally binding contract that typically seeks to end an employer-employee relationship with the waiver of statutory and contractual employment law claims. It is often used when an employee is dismissed or made redundant, but they can be used while an employee is still employed, depending on the circumstances.
