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Monthly Archives: May 2012
Contracts of employment often contain what we lawyers refer to as a PILON clause in relation to notice. A PILON clause allows the employer to terminate the employee’s contract immediately by paying them a sum of money in lieu of … Continue reading
The Beecroft Report, commissioned by the Department for Business, Innovation and Skills proposes the introduction of “no-fault dismissals”, whereby small employers (with less than 10 staff) can dismiss employees at will without any explanation. The rationale behind this is that … Continue reading
TUPE, the Transfer of Undertakings (Protection of Employment) Regulations 2006, provide that pension liabilities do not transfer upon the transfer of a business or undertaking. Or do they? Regulation 10(2) stipulates that occupational pension scheme provisions transfer unless they are … Continue reading
We have clients, both employers and individuals, who want their relationship to be one of self-employment, rather than employment. This is because the employment relationship is more highly regulated (and so more costly) than self-employment; and self-employment may have tax … Continue reading
When employers make redundancies, they usually know the staff they least want to keep. This was certainly true for me, when I was at The Law Society and needed to lose 10 posts in 1990. But employment law requires … Continue reading