Results Showing | 1 - 10 of 13
Fees introduced for Employment tribunal claims
ANY new employment tribunal claims issued after July 29 could now be subject to a fee. There are two types of fees payable: an issue fee (at the time of making the claim and submitting the ET1 form) and a hearing fee (in order to allow a tribunal hearing to be set).
HR Alert: Key changes to Compromise Agreement
PRACTICES should be aware of a number of employment law changes brought into force on July 29 of this year, including the Compromise Agreement being renamed the Settlement Agreement.
Third-party harassment law to be repealed
The government has announced the third-party harassment law is to be repealed, with effect from the start of October, 2013.
Employment tribunal figures on the rise
THE number of sex discrimination claims taken to tribunals has jumped by 74 per cent in the past year, according to new statistics.
Ask the expert – Returning from maternity leave
ONE of our receptionists is due back from her second period of maternity leave in about three months’ time. I recently met with her to discuss her return to work and give her an update on what had been happening in the practice but she burst out crying.
Case study: The complex world of holidays and sickness
BACKGROUND: The complex world of holidays and sickness is an ever increasing minefield. However, a recent case Sood Enterprises Ltd v Healy helped clarify one aspect of how holiday pay is affected by sick leave.
FROM October 1, the following changes in the rate of the National Minimum Wage take place:
Progress in plans to extend shared parental leave
THE Children and Families Bill has moved a step closer to reality after MPs passed the legislation at second reading last month.
HR Alert: Government challenge change on criminal records checks
SOME prospective employees in England and Wales may not have to disclose their criminal records following a landmark court ruling.
Ask the expert: Flexible working applications
I EMPLOY an administrative assistant in a busy city centre medical practice and she is due to return from maternity leave shortly. She has called the practice to ask whether it would be possible to return to work on a part-time basis. She was previously full-time but has requested to work three days a week.