What payment details should be included in a contract of employment?
If an employee abroad on a work-related trip is affected by travel disruption, is the employer responsible for the cost of alternative travel arrangements for the employee to return home?
Should any benefits available to an employee be listed in the contract of employment?
Is it ever permissible for an employer to withhold bonus payments?
How should an employer go about setting up an employee share scheme?
When may an employer withdraw the use of a company car?
Are employee benefits taxable or non-taxable?
Is the company Christmas party a taxable benefit?
If an employer provides an employee's accommodation is it permissible to require the employee to leave the accommodation at the termination of employment?
What are an employer's duties regarding employee expenses?
Can an employer require employees to pay for their uniforms?
If an employee abroad on a work-related trip is unable to return to the UK due to travel disruption, is the employer responsible for paying for his or her accommodation and food?
Whether or not an employer is responsible for the cost of alternative travel arrangements if an employee is unable to return home as planned will depend on the terms of the expenses policy. Most policies will include a requirement for the travel expenses to be "reasonable". The employee should remain in contact with the employer to provide updates on the options for his or her travel and, where possible, obtain prior authorisation for any expenditure.
The reasonableness of the alternative travel arrangements will depend on the circumstances. For example, if the employer insists on the employee returning as soon as possible by whatever means he or she can arrange, it should pay the cost. However, if the employee makes unreasonably expensive arrangements without the employer’s prior agreement, for example by hiring a taxi when he or she could have taken a train, the employer could argue that it is not required to pay.
Are long-service awards incompatible with the Equality Act 2010?
Is it still permissible to award greater holiday entitlement to employees who have, for example, 10 years' service?
Where it is a company's policy to give a small gift to employees who have completed periods of service of multiples of 10 years could this be discriminatory under the Equality Act 2010?
Do employers have to account for VAT in relation to vouchers and other goods and services provided to employees under salary-sacrifice arrangements?
When did the changes in relation to the VAT treatment of taxable benefits under salary-sacrifice arrangements come into force?
Do employers have to account for VAT in relation to childcare vouchers provided to employees under salary-sacrifice arrangements?
How does the decision in the AstraZeneca case affect the income tax treatment of benefits to employees under salary-sacrifice arrangements?
Is it permissible for a salary sacrifice arrangement to reduce an employee's pay to below the level of the national minimum wage?
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