Model post-termination restrictive covenant clauses to prevent employees from engaging in competitive activities such as working for a competitor, or poaching or soliciting customers and/or employees.
Significant changes to the rules on written statements of terms and conditions of employment take effect from 6 April 2020. We set out what employers need to know.
The new year begins with a new government, the prospect of Brexit and a number of employment law developments already on the horizon. What does HR need to do to meet its obligations and prepare for the year ahead?
In Jagex Ltd v McCambridge, the Employment Appeal Tribunal held that the employee had not acted in breach of contract or committed gross misconduct when he shared pay information with a colleague, after he found a document left on a printer containing the senior executive's salary.
Updated to reflect the Government's announcement in the Queen's speech, on the right to request a more predictable contract.
In Retirement Security Ltd v Wilson, the Employment Appeal Tribunal held that the employer's "flawed" disciplinary investigation entitled the claimant to resign and successfully claim constructive dismissal.
In Ward v Fiducia Comprehensive Financial Planning Ltd, an employment tribunal upheld a claim for constructive unfair dismissal, finding that the employer had put inappropriate and excessive pressure on the employee to agree to an extended restrictive covenant following his resignation.
Updated to include a reference to Shanks v Unilever plc and others, in which the Supreme Court considered an employee's entitlement to compensation for a patented invention made during the course of employment.
In Shanks v Unilever plc and others, the Supreme Court held that the employee was entitled to receive compensation for his invention because it had been of outstanding benefit to his employer.
HR and legal information and guidance relating to contracts of employment.