A statutory body, the Central Arbitration Committee (CAC), has ruled that riders for meal delivery app, Deliveroo, are not ‘workers’ but are self-employed. Worker status means a number of rights are available to the individual including trade union recognition. Howard Robson, Employment Partner, explains what led to this decision, and what impact this may have on the so called ‘gig economy’.
A new report published has highlighted the impact of mental ill health in the workplace. The Thriving at Work report, commissioned by Prime Minister Theresa May, has found that up to 300,000 people with long-term mental health problems have to leave their jobs each year, with poor mental health costing the UK economy up to £99billion each year.
The National Living Wage (NLW) was introduced in 2016 as an enhancement to the National Minimum Wage (NMW) for workers aged 25 and above, and is currently set at £7.50.
Dress codes have been a hot topic this year as the weather, crucifix’s and heeled shoes have left many employers wondering where they stand. Howard Robson, Employment Partner, reviews the different reasons why dress codes have been under the microscope this year, and explains what employers should, and shouldn’t, include in their policies.
This week is National Work-Life Week; a week created by charity, Working Families, to promote wellbeing at work and a healthy work-life balance. Howard Robson, Employment Partner, reviews the week and the implications this has on businesses when it comes to family friendly policies and flexible working requests.
As part of their recruitment process employers are increasingly requesting enhanced criminal records checks through the Disclosure and Barring Service (‘DBS checks’). Additionally, in some roles such as those that involve working with children and vulnerable adults, these checks need to be updated regularly. It is therefore imperative that employers know their rights and limitations when requesting DBS checks from both existing and potential employees.
There is a great deal of uncertainty following the outcome of the ‘Brexit’ referendum. However, it is important to remember that nothing has actually changed, yet.
It may be ‘Drive Time’ on the radio; but it may also be working time…and paid too. A recent Spanish Court case will impact on businesses employing mobile workers. A Spanish Court case has concluded that employees who travel from home straight to a client’s business address were doing so within ‘working time’ under the EU’s Working Time Directive. The decision may impact on both working time limits and wages.
“I’m afraid that there’s no one in the office at present; they’re all off to Ibiza”. It may sound unlikely, but such a response is becoming increasingly plausible as employers strive to find new and exciting ways of attracting and incentivising staff through the use of perks. And, yes, a trip to sunny Ibiza is genuinely available to top performers at one particular business. Howard Robson reviews here the range of benefits that employers are starting to introduce in the name of employee retention, and advises what those employers should do in terms of a paper trail.
The summer holiday season may be a thing of the recent past, but employers should be taking the necessary precautions to avoid getting burnt over holiday pay in the future. Howard Robson, Employment Partner, here explains how the outcome of a recent case means employers are now required to permit holiday entitlement to be carried over for up to 18 months if it has been unused due to sickness.
Zero hours contracts have been in the spotlight for several years, and in the run up to the General Election they became a political ‘hot potato’! One area regularly under scrutiny was that of exclusivity clauses. These prevent a worker on a zero hour’s contract from working for another company. These clauses are now consigned to history, and as of 26th May 2015 the Small Business, Enterprise and Employment Act outlaws exclusivity clauses in a zero hour’s contract.
The recent case of USDAW and another v WW Realisation 1 Ltd, Ethel Austin Ltd and another provides clarification of the meaning of the word ‘establishment’ for the purposes of determining when collective redundancy requirements apply. Howard Robson, Employment Partner, reviews the cases and what they might mean for employers.
The use of restrictive covenants has grown significantly in recent years as our economy and job market improves, encouraging new business start-ups and heightened competition. The onus of proper use of restrictive covenants has tended to fall towards the employer, but employees must also be sure to act within the restrictions in their contract, otherwise they could face legal action such as an injunction or a claim for damages
The question of whether obesity is a disability was put to the European Court of Justice recently as the Danish case of Mr Kaltoft was brought. Mr Kaltoft was dismissed after 15 years employment as a child-minder for Billund local authority, and he argued that his obesity was a factor in his dismissal.
The Employment Team at Hampshire based law firm Warner Goodman LLP recently drew their events season to a close with a seminar dedicated to the upcoming changes to maternity and paternity leave; namely the introduction of Shared Parental Leave.
In September 2013 a team from Warner Goodman LLP entered the firm’s first ever triathlon, the Rose Road Triathlon, and had incredible fundraising success almost doubling their target. Howard Robson, Employment Partner and also team member from last year, here explains why they’re taking part again this year.
A recent opinion given by the Advocate General (AG) regarding commission in holiday pay calculations could have far-reaching consequences for many businesses and their workers if accepted by the European Court of Justice (ECJ). Howard Robson, Employment Partner, reviews the case in which the opinion was delivered, Lock v British Gas Trading Limited, and advises how employers can prepare for the future.
Warner Goodman Employment Partner Howard Robson is often found in the Employment Tribunal defending the firm’s business clients or presenting at the team’s regular seminars and masterclasses. But Howards’s latest venture steps away from the legal profession and into the world of Art, having recently become a Trustee of the charitable trust the FW Smith Art Bequest. The Charity supports the purchase of new art works for the local community’s enjoyment and education.
A recent case involving a white goods supplier demonstrates the risks for franchisors and others who attempt to avoid the responsibilities of employers by offering contracts of self employment. Howard Robson, Employment Partner, here reviews the case and advises on how employers can be prepared.
During a time when local businesses are recovering from the recession, their focus will naturally be on matters to further continued growth and development. This can mean that certain elements of running a business can be pushed to one side, such as employment legislation or health and safety matters. This can be dangerous when part of growing your business may be hiring new staff, meaning that contracts and handbooks need to be up-to-date, and your health and safety procedures are accurate.
The European Court of Justice has ruled against claims for maternity benefits by mothers whose babies were born through surrogacy in two cases just announced, with the decisions coming weeks after the UK has agreed legislation that will put both intending surrogate and adoptive parents on the same footing as natural parents from next year. Howard Robson, Employment Partner, reviews the two cases and the impact this has on employers and employees.
Employers hoping for a complete overhaul and greater flexibility in the transfer of employee rights following a business sale or change of contractor, under what is known as TUPE legislation, are likely to be disappointed when the new regulations come into force at the end of the month warns Howard Robson, Employment Partner.
Recent proposals from the Chancellor, George Osborne, for a new type of employee-employer relationship have Howard Robson, Employment Partner, wondering what impact, if any, these could have on employees and employers around the country.
Howard Robson, Partner in our Employment Team, summarises the concept of employee shareholder contracts and advises what you need to do if you want to implement this within your business.
As banker bonuses continue to draw negative headlines, a €50 million payout to bank staff has been forced to go ahead after a bank’s offer at a ‘town hall’ meeting was found to be legally binding.
Employment law is arguably one of the most complex and sensitive areas within law. With legislation changes happening on what seems like a daily basis, the rules to which employers must adhere to avoid tribunal claims whilst maintaining a productive workforce can be tricky and time consuming.
A flood of workplace reviews is expected warns Hampshire based law firm Warner Goodman LLP, following a European Court of Human Rights (ECHR) ruling which has said that a Christian employee of British Airways had her human rights breached when she was not allowed to wear a crucifix with her BA uniform.
We all know that feeling, first day of the holiday and down with a hideous virus. Well, until recently an employee has had to pull up the duvet and hope for better luck next time a holiday comes around, unless their boss is sympathetic says Howard Robson, employment law partner at Hampshire based law firm Warner Goodman Commercial.
As with a lot of things in today’s world, an employment tribunal claim can be commenced at the click of a button, and at no cost. However, following Government responses to the Charging Fees in Tribunals and the Employment Appeal Tribunal consultations in July 2012, it is likely that from Summer 2013 there will be the introduction of a fee structure to the tribunal process.
The ever changing world of social media is posing new problems for employers and employees alike. Howard Robson, Employment Partner at Hampshire law firm Warner Goodman LLP, looks at the latest social media issues.
Can an employer still require senior staff to leave at their retirement date asks Howard Robson a partner at solicitors Warner Goodman Commercial in Southampton.