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Employment Contracts

implement business change

How to implement a successful business change process

Business change can be the innovation that your organisation needs, but change can often spark fear and uncertainty. It’s important to plan how to implement business change carefully in advance so that you comply with the requirements of employment law, as well as communicate the changes to bring your employees with you during the transition. […]

Employment Law developments

Five Key Employment Law Developments from 2018

In 2018 we saw a number of important employment law developments challenge the way that companies operate, and encourage employers to be more transparent, accountable and meet new expectations. We have summarised the top five developments of last year below. 1. Gender Pay Gap Reporting The gender pay gap is the difference in earnings between […]

reduce staff turnover

New year, new outlook: five HR resolutions to reduce staff turnover

Pursuing a career ambition was the sixth most popular New Year’s resolution amongst Brits in 2018, so it’s no surprise that January often brings a current of change at workplaces up and down the country. People look to make more money, climb the career ladder or switch environments – meaning you could be in for […]

working under protest

Working under Protest – The Power of Silence

Many people believe that where an employee works without protest after changes to their terms and conditions they have effectively accepted the changes. However the Court of Appeal in Abrahall V Nottingham City Council have ruled otherwise. Often where changes are made to an employment contract, the employer will face resistance. However, in some circumstances the […]

Post-termination restrictions - Your complete HR guide

Your guide to drafting post termination restrictions

Post-termination restrictions are often written into employees’ contracts of employment to prevent them from trying to poach your customers and staff when they leave. It’s often said that it’s hard to enforce restrictive covenants but this is not the case as long as they’re well drafted. Why are Restrictive Covenants used? Restrictive covenants are normally […]

Taylor Review

Good Work: The Government’s Response to the Taylor Review

The Taylor review was an independent review of modern working practices giving consideration to different forms of work and the impact on workers rights in addition to the challenges facing the labour market. The government has now published its response to that review which we have detailed in this post to outline the key points […]


Deliveroo wins case for self-employment

Following on from our recent post on the Tribunal ruling on the Uber case, Deliveroo has since won its case at the tribunal. The case was brought by IWGB after asking Deliveroo to recognise it as a union and to start collective bargaining over workers’ rights. Deliveroo refused which led to this test case. In […]

employment rights

After the election: Where next for employment rights?

With the General Election behind us (for now) and resulting in a hung parliament, we consider what the outcome could mean for employers and employees in regards to employment rights. The Conservative Party remains in power for the time being as a minority government but we’ll have to wait and see how their manifesto promises […]

employee overtime

Managing employee overtime and employees who refuse to work overtime at Christmas

Christmas is an extremely busy time for many employers.  It can be a question of “all hands to the pump” and it’s therefore crucial that you’re able to rely on your employees working extra hours when required.  Often, this means asking employees to work overtime at short notice. But what should you do with employees […]

The Uber driver decision and what it means for the “gig economy”

Back in September we explored the subject of employment status and the difference between workers, self-employed and employed people.  At that time, an employment tribunal was taking place between Uber and two of it’s drivers, James Farrar and Yaseen Aslam.  The drivers were employed on a self-employed basis but they argued that they should be […]