Employment Archives - Goldenleaver
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  At last - something that's NOT about Brexit:  the Gender Pay Gap Regulations It's time to stop ignoring what private sector organisations with 250 or more staff must do after the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 come into force on 6th April 2017. Although the fact of a gender pay gap may not be rocket science, what's interesting is that the gender pay gap isn't a one-way gap.  Apparently it falls to about 9% for full time employees;...

BREXIT - more about the labourers than the law? Like it or not, we have to think about what employment law changes might occur over the next 2 years if UK voters decide, on 23 June 2016,  to “leave” rather than “remain”, when answering the question:  "Should the UK remain a member of the European Union or leave the European Union?". However just saying:  “The following laws don’t apply any more” isn’t a practical option. The reasons are that unpicking 40+ years of jointly developed...

Zero Hours, Zero Tolerance? There has been unease for some time over the use by employers of a "zero hours contract". Now, for the first time, employees and workers working under these contracts have some proper redress against employers who try to enforce provisions aimed at prohibiting their zero hour employees or workers from working for other people. The term "zero hours contract" is used to cover various types of flexible or informal working arrangements.  Typically however it refers to a contract where...

Have faith - final warnings are useful. They are easily given, difficult to appeal and can be relied on.  A tribunal can't generally look behind a final warning and if an employee with a final warning steps out of line again, even in a relatively minor way, they can legitimately be dismissed for misconduct. But what happens if the final warning was given in bad faith?  Surely, the process is unfair? The answer is:  yes, it is. However it took two appeals and for the...

The answer should be 'No', but in the case of Prophet v Huggett, the court did exactly that. This is a case where the enforceability of a non-competition restriction was challenged because of a mistake in the drafting.  The employer produced its own bespoke software and the restriction stopped the employee from working with a competitor "in connection with any products in, or on, which he/she was involved whilst employed".   As no competitor could sell the employer's own software, the non-compete...

We are delighted that Rm2 have contributed a Briefing Note this month. Rm2 has been helping companies set up and run employee share plans since 1998. Their service and expertise covers everything from the overall initial design strategy through to the legal, tax and regulatory details of share schemes. Rm2 have prepared a briefing note on their specialist subject share schemes exploring the fundamental benefits, potential pitfalls, and overall reasoning behind establishing an employment share scheme. The note sets out what makes share schemes attractive to employers and staff, exploring ideas...