Biz-Care is a short-term, easy-in/easy-out employment law rescue package to support business owners and HR managers with bespoke, and current legal advice and guidance during the COVID-19 crisis.
We appreciate that crisis management combined with cash flow issues, adds extra strain to making decisions about your workforce. If not managed properly, knee-jerk or panicked decisions can ultimately end up with you in an Employment Tribunal. This is something we are committed to helping you avoid.
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Samuel Phillips Law Blog
Read our factsheet article to get the lowdown on the Coronavirus Job Retention and Self-Employment Income Support Schemes.
The Department for Business Enterprise and Industrial Strategy has published guidance on Wednesday 13 May about holiday entitlement. It is guidance and subject to interpretation by the Courts but as I happen to agree with it, I venture to suggest it is good guidance.
We are now receiving mixed messages from the Government along the lines of return to work but stay at home. We are not sure whether to use public transport or walk ahead of it. As for the kids, they’ll get back to us on that one. Still as long as we stay alert all will be well.
The Government has today launched what may well prove to be an extremely popular loan scheme. Application forms are completed online with any of the approved banks. The business bank will tell you which are the approved banks. I think this is a potentially good piece of news. Not as good as a grant but a whole lot better than the ill-fated coronavirus business interruption loan scheme.
Settlement Agreements are the only way by which a potential claim to an Employment Tribunal can be lawfully compromised. For such an Agreement to be enforceable, it must be in writing, specify the particular complaints to which it relates and the employee must have the benefit of independent advice from an adviser who has the benefit of professional insurance, or in the case of an accredited trade union representative is certified by the trade union as being qualified to give advice.
Settlement Agreements (formerly known as Compromise Agreements) are the only means by which to compromise potential Employment Tribunal claims where proceedings have not been issued. Settlement Agreements are creatures of statute and the Employment Rights Act 1996 (ERA 1996) states that in order for a Settlement Agreement to be enforceable there must be a written agreement, which refers to the claim, identifies the parties and the employee must take independent legal advice on the agreement from someone who holds a policy of insurance to give such advice (e.g. a solicitor).
There are many ways in which an individual can leave his or her employment. Often this involves complex legal procedures which can easily go wrong. The easiest and most dignified manner in which an individual can leave, is by consent. This involves protected conversations under Section 111A ERA 1996.
Things will never be the same... that’s the conclusion people are coming to during this enforced period of lockdown. It’s important therefore to assess the impact of new technology and new ways of working when considering the future after lockdown. What will the office structure of the future look like? What will be the new "normal"?
In this Webinar, NE1 welcomes Robert Gibson, Senior Partner at Samuel Phillips to discuss the legal implications of the Furlough Scheme from an employer's perspective alongside highlighting common pitfalls and how to avoid them.
In today’s vlog, Robert Gibson turns our attention, not just to his relaxation of formal wear (!), but to what businesses need to do to prepare when lockdown is eventually lifted by the government. There is much speculation as to when restrictions are likely to be lifted and when they are lifted, how that will take place. Now that businesses have got over the shock of furloughing their staff and the new "normal" routine is actually starting to feel normal, what better time to take stock, plan and prepare the re-starting of your business?
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