HR Articles

All employers regardless of whether they hold a Sponsor Licence or not, are expected to carry out prescribed document checks on all employees before they start work. Provided that an employer has carried out the appropriate checks, it will have a statutory excuse against liability for a civil penalty if it later comes to light that any worker has been working illegally in the UK.

The Immigration Skills Charge (ISC) is a levy on companies who sponsor migrant workers. This levy was imposed on 6 April 2017. The Government states that the charge has been levied to contribute towards addressing the skills gap in the local economy.

A right to work share code is a unique 9-character alphanumeric code generated via the UK Government website. This initiative has been implemented by the UK Government to verify an individual’s right to work online. 

The global pandemic has drastically changed how many organisations and its employees work as they were forced to adjust to a new way of working. This new way of working had a number of consequences such as the need to find ways to ensure businesses could continue, trying to retain jobs and also dealing with feeling lonely, disconnected and out of control.

In a word, unlikely.

Uber has recently been in the London employment tribunal following two of its drivers bringing claims against the company for not offering national minimum wage, lunch breaks, holiday pay and sick pay.

With an increasing number of homeworkers and flexible working arrangements it's important to ensure that the performance of these employees' is measured and actions are taken to maximise the effectiveness of these working arrangements.

The Employment Appeal Tribunal (EAT) has upheld a decision that contacting an employee to raise non-urgent concerns while they were off sick amounted to a repudiatory breach of contract.

In the recent case of Ajaj v Metroline West Ltd UKEAT/018/15/RN an employee who disingenuously claimed to be unfit to attend work was held to be dishonest and had fundamentally breached the trust and confidence of the employee/employer relationship.

In the conjoined cases of Cox v Ministry of Justice and Mohamud v WM Morrison Supermarkets plc, the Supreme Court had to consider two aspects of vicarious liability. Firstly, whether an employment relationship is necessary for vicarious liability to apply and secondly, whether an employer can be held liable for the criminal acts of its employees.