Employer Solutions ’s Post

Facing an Employment Tribunal (ET) claim can be challenging for any employer. Claims often stem from employees seeking compensation for perceived wrongs. Understanding the ET process is key. A strong defence begins with identifying key issues and preparing for procedural steps like disclosure. However, exploring alternative dispute resolution can save time and protect your reputation. While not every claim can be prevented, fostering a fair, inclusive workplace and maintaining strong HR practices can make a significant difference. #EmploymentLaw #HR #WorkplaceCulture

Discover answers to our most frequently asked questions about employment contracts: 📃 Is it a legal requirement to have an employment contract? 📃 What happens if you don't give an employee a contract of employment? 📃 Can an employee leave a job immediately if they have no contract? 📃 Do you need to sign a contract of employment for it to be legally binding? Learn more ➡ https://lnkd.in/ek8DuKSG #employmentlaw #employmentcontract #HR

📄 Must Employers Obtain Consent to Modify Employment Terms? Knowing the legal requirements for adjusting employment terms is essential. This article covers employer obligations, insights from recent cases, and the importance of consulting employees on changes to salaries, work hours, and other conditions. 👉Read more here: https://lnkd.in/dTKkEXEc #EmploymentLaw #EmployeeConsent #HRCompliance #LaborRelations #WorkplacePolicy #InvictusGroup #LegalInsight #HRGuidance #HRCompliance #EmploymentLaw #InvictusGroup #LegalTips #HR

I am extremely proud to know so many successful and brave entrepreneurs and business owners (of course, Moiz Bhindarwala and Burhanuddin Qutbi are at the top of that list). I can only imagine how it would feel to be faced with an Employment Tribunal claim. In my latest WorkLife blog, I have put together some guidance for employers in case they ever find themselves in the Tribunal and how to manage what sometimes feels like a tricky and unwieldy process.

It's important to ensure contracts of employment are up-to-date, and a legal requirement under the Employment Rights Act 1996. But as the Government prepares to announce changes to employment law in the highly anticipated Employment Rights Bill, some employers may want to hold off on this key duty to prevent having to duplicate work. I discuss this with Richard Tyler in my latest column for Times Enterprise Network, read more below: https://lnkd.in/etTjJabt #HR #employmentlaw #employmentcontracts

🚨 Employment Tribunal Limitation Period Changes: What Employers Need to Know Big changes are coming for employers with the proposed adjustment to tribunal limitation periods under the Employment Rights Bill. Are your HR policies and retention practices ready? Discover how these changes could affect your business and what steps you should take to stay compliant. 📑 👉 https://lnkd.in/d_U6e7ak At CXCS, we help businesses navigate these changes with expert outsourced HR support. Don’t get caught unprepared—read our latest blog today. #EmploymentTribunals #HRSupport #OutsourcedHR #EmploymentLaw #CXCSCommercial #ComplianceMatters

Does your business make use of labour brokers? Here's what you have to know. The Labour Relations Act (LRA) is cognizant of the need for temporary employment as well as the abuse that sometimes flow from these employment relationships. Even though your company may not be guilty of abusing temporary employees, unfortunately many companies are, and this is why the LRA protects vulnerable, part time workers. Read more at https://adtello.co.za

Let’s talk about regulation 7 Under Conduct of Employment Agencies and Employment Businesses 2003 (Amendment) Regulations 2022. Such a sore point for many businesses. So, the government has initiated consultations on repealing Regulation 7, which currently restricts employment businesses from supplying agency workers to cover for striking employees. The outcome of these consultations may lead to changes in 2025, affecting how businesses manage staffing during industrial actions. However let’s go back to 2003. When this act was introduced, it prohibited employers hiring agency workers to cover staffing levels during industrial action. (Regulation 7) Then in July 2022 the law was changed. Regulation 7 was removed. Thus new amendment to the ‘Conduct of Employment Agencies and Employment Businesses (Amendment) Regulations 2022’ Business could go back to hiring agency staff during strikes. Now…..let’s go forward one year. Yes that’s right… you’ve guessed it, the law changed again! Basically, the High Court declared this amendment unlawful due to inadequate consultation during its implementation. Consequently, the court quashed the 2022 amendment, reinstating the original Regulation 7 as of 10 August 2023. It demonstrates that consultation is key. This was costly. 💸 This year, The government has initiated consultations on repealing Regulation 7. The outcome of these consultations may lead to changes in 2025. So it begins again How will TU’s impact businesses going forward if this is introduced? Would love to hear from you.

Excellent round up of the proposed changes to current employment laws.. Thanks Laura Callahan 😊 How will the changes affect you?

📚 Navigating Changes in Employment Contracts 📚 Changing the terms and conditions of employment can be a complex process that requires careful consideration. Here are the key takeaways from a recent article from #LewisSilkin on this topic: 1. Understanding Terms ✍ : Employment contracts consist of express, implied, and incorporated terms. Know what is changing and how to do so legally. 2. Agreement is Key 🗝️ : While changes often require employee consent, broad wording or flexibility clauses in contracts can sometimes allow for adjustments. These must be exercised reasonably to maintain trust and avoid claims of unfair dismissal. 3. Communication 🗣️ Matters: It’s essential for employers to communicate proposed changes clearly and consult with employees. Gaining voluntary agreement minimizes legal risks and fosters a positive workplace environment and reduce legal risks. 4. Risk of Unilateral Changes ⚖️ : Employers face potential claims for breach of contract or unfair dismissal if changes are imposed without proper agreement or consultation. It’s vital to document all changes meticulously. 5. Fire and Rehire 🚨 : While "fire and rehire" can be a lawful option, it should be a last resort. Employers must follow a fair process, ensuring thorough consultation before dismissing employees for re-engagement under new terms. By being proactive and transparent in managing employment contracts, businesses can maneuver these complexities effectively. Full article : https://lnkd.in/d3Jnn2QW #EmploymentLaw #HRManagement #ContractChanges #EmployeeRights #WorkplaceCulture