The Modern Slavery Act 2015 was introduced to increase the transparency of big businesses with turnover of £36m per year and adds additional reporting obligations on these businesses. The Act applies to commercial organisations and aims to encourage transparency in relation to slavery and human trafficking. The reporting element of the Modern Slavery Act applies to both UK and non UK businesses.
A question which is often asked by a lot of employees and employers is whether or not an employee with less than 2 years' service can be dismissed without following any process and without the risk of the employee bringing any claims against the company. Whilst it is true that to qualify for an unfair dismissal claim an employee will need to have 2 years' continuous service, there are other claims which can be sought without this length of service.
Settlement agreements (previously known as “compromise agreements”) are common place but not always fully understood. So, exactly what are they? Put simply, they are a contract between an employer and employee which is usually used to resolve any disputes which have arisen within the employment relationship. Under this type of agreement, an employee will agree not to pursue specific legal claims against their employer, as set out within the agreement, usually in return for a sum of money from the employer. Typically, a settlement agreement will be proposed at the end of the employment relationship, but this is not always the case.
In a unanimous decision in the case of R (Unison) v The Lord Chancellor on 26 July 2017, the Supreme Court found that tribunal fees are unlawful.
This week is National Apprenticeship Week. What many employers don’t realise is that the term ‘apprenticeship’ can mean many things and, in legal terms, the contractual arrangements can be quite complex.