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Samuel Phillips Law Blog

Month: June 2020

Employment

Redundancy Selection Pools

There are no hard and fast rules about drawing up selection pools.  However the good news is, there is more than one way in which to create a selection pool and as long as your way is reasonable, that is good enough, even if there is another way that is also reasonable. The first question you ask yourself is what is the area of work that is changing?  This could be a geographic change such as closing a depot or a change in the type of work which the business is performing.

Employment

Avoiding Redundancy

The law requires you to look at means of avoiding redundancies before you proceed to them. It takes some time for the redundancy and notice costs to unwind and for wage savings to manifest themselves. Finally, when you lose staff you lose customer contacts and organisational knowledge.  Is it worth it if you are potentially going to have to recruit in the foreseeable future thereby incurring recruitment and induction costs.

Employment

The three most common types of redundancy and three most common failings

In this article, senior partner Robert Gibson explores the three different types of redundancy, including common mistakes in how employers term redundancies. Robert also details the most common types of challenge and advises on the best way to avoid the three main pitfalls facing employers.

Employment

Redundancy – starting the process

Redundancy is where you close all or part of your business or employ fewer people to run it. You begin any redundancy process by asking the question why – what has changed.  What steps have you taken already to try and save costs (bank, landlord, suppliers).  Going forward what does the “new normal” look like.  Take a little time to set down some basic facts and figures in a simple business overview.

Employment

FFS yet more guidance

On 12 June 2020, HM Revenue and Customs published further updates to the official guidance on the Coronavirus Job Retention Scheme (CJRS). The updated guidance now includes details of how the scheme is to be wound down between July and October this year, as announced by the Chancellor of the Exchequer on 29 May.

Family Law

It has only taken 47 years – finally No Fault Divorce

This is going to make a huge difference to sorting out your affairs following the decision to separate. Faced with the inevitable – resistant former Spouses are likely to be more willing to negotiate an agreement in relation to finances and children. Our outdated Divorce law 1973, has been a frustration for Family Lawyers for decades. We go into marriage freely and should be able to leave marriage freely. The Family Team at Samuel Phillips offer experienced advice and guidance.

Commercial Property

Help! I want to leave my commercial premises

A lease is a contractual agreement between a Tenant and a Landlord and will generally last for a fixed period of time, commonly known as the term of the lease. There are a number of reasons that a Tenant may wish to leave the premises before the end of the term. This article explores Tenants' rights into what can potentially be the complex task of terminating their commercial lease early.

Employment

The Four Day Week – A Post Pandemic Answer?

There’s a growing body of opinion amongst leaders of countries and corporations that a four-day week may well be the answer to a phased return to work. New Zealand’s impressive PM, Jacinda Ardern, discussed the option during a recent Facebook live broadcast. Specifically referencing the need to boost the tourism sector she identified that 60% of the industry’s income was generated by locals.

Employment

Track and Trace + Health & Safety = Employment Disputes?

There’s a strong possibility that the forthcoming launch of the Government’s Track and Trace system aligned with concerns over health and safety at work, as employees start to return, may lead to an increase in disputes between staff and employers.

Employment

Furlough Scheme Update

Here below please find a summary of the Chancellor's recent notification (29th May) highlighting revisions to the Coronavirus Job Retention Scheme (CJRS) aka “Furlough”. From 1 July 2020, businesses will be given the flexibility to bring furloughed employees back part-time. Individual organisations will need to decide the hours and shift patterns their employees will work. The employers will be responsible for paying their wages while in work.

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