Employment sham-my for freelancers exposed

Disputes often arise between an employee and employers in relation to working terms and conditions, behaviour of staff and a host of other issues. Employees may have legitimate claims against their employers leading employers to seek an effective waiver of those claims.

Absences from work can be very disruptive to a business. Persistent staff absences can lead to difficult situations and often employers cast doubt over the genuineness of frequent, short term absences.

From 29 July 2013, employers and employees will be able to engage in confidential, "off the record" discussions and negotiations about parting ways on the basis of mutually agreeable terms. In effect, this allows an employer to have a conversation with an employee with the aim of terminating

Compromise agreements have had a name change! However, other than a new title, very little else is changing for these agreements which are regularly used by employers to avoid claims by employees.

Changes to the law mean that employees now have to pay a fee to make a claim to an Employment Tribunal, a process that until 29 July 2013 was free. Depending on the type of claim, there will be different fees to pay (known as Type A & B Claims)

UNISON, one of the UK's largest trade unions, with over 1.3 million members, have won the right to have a judicial review of the introduction of tribunal fees. The review is set for October 2013.

New Tribunal rules came into effect on 29 July 2013 with a view to reducing (tax payer’s) expenses, avoid delays and to reduce needless formality.

As part of the recent shake up in employment law the government capped the award available for claims of unfair dismissal. The cap used to be £74,200, which was the maximum employees could be awarded for claims in a tribunal. This has now been changed to either 12 months’ pay or £74,200 whichever is the lower.

New rules due to come into force in April 2014 introduce a new tier for employees who wish to bring a claim before an employment tribunal. Step one

From 1 October 2013, the following national minimum wage rates apply:

The CBI on Tuesday called on the Government to avoid further employment legislation and instead opt to publish guidance and codes for their members to follow. This is a familiar cry and there are few employers who would disagree in principle. The CBI in its request is effectively asking the Government to

Many former News of the World employees will be waking up this Monday morning and wondering what just happened? Though we are not aware of exactly how the closure was announced, if we are to believe what we read

A pub manager who made derogatory comments about two of her customers on facebook after they had verbally abused and threatened her, was dismissed by her employer for gross misconduct. She brought a claim for unfair dismissal at an employment tribunal who found in favour of

In a recent employment claim the employer’s disciplinary procedure was contractual, as a result, when the employer failed to follow that procedure in the employment contracts it breached its contractual obligations towards the employee, which led the employee’s solicitors to bring his claim for substantial damages

There are regulations in law designed to protect the rights of employees in a situation where a company is being sold or transferred which gives employees the right to work under the same conditions as they did before without losing their period of continuous