HR Articles

Restrictive covenants in employment contracts usually try to prevent an employee acting in a certain way after they have left employment. The most common are those preventing the employee from working in a competing business (non-compete) or soliciting clients and/or staff (non-solicitation). 

Employees are now gradually returning to the office, following months of being ordered to work from home. In doing so, a debate has started over whether those who remain at home should be paid the same as their commuting colleagues.

Russell Dann comments in Personal Today on the omission of the long-awaited Employment Bill in this year’s Queen’s Speech.

Fire and rehire involves terminating an employee’s existing employment contract and offering to re-hire them on new terms, usually as a last resort, where an employer cannot make the proposed changes using existing powers in the employee’s contract and the employee has not given their agreement to the changes.

Following a Commons debate on 27 April 2021, the Government are considering their response to an ACAS report on the use of a ‘fire and rehire’ approach by employers.

On 6 April 2020, the law relating to employment contracts changed. It now requires further information to be included in contracts and for this to be given to all employees AND workers no later than day one of work.

You may have seen our previous blog on rolling out vaccination programmes for employees. The debate on whether the workforce should be vaccinated continues at a pace in the press, where we have seen Barchester Healthcare join Pimlico Plumbers in considering all new recruits having to be vaccinated as a requirement of the role.

We blogged previously on the changes coming in April 2020 to statements of employment particulars.

From 6 April 2020, the law relating to employment contracts will change, requiring more information to be provided from day one and extending the entitlement to ALL employees AND workers. Is your organisation ready?

It is well understood that a recognised trade union can negotiate terms and conditions of employment, and that the outcome of negotiations is recorded in a collective agreement applicable to all staff in the trade union’s bargaining unit. However, the EAT has held that the terms of a collective agreement need to cover the same factual circumstances in an employee’s contract in order to be successfully incorporated.