If you would like to learn more about Jones Chase Employment Lawyers and find out why we love what we do, our Managing Partner has made this short podcast discussing our values and doing the right thing.
On 16 September 2024, Jones Chase was very proud to celebrate 10 incredible years in business.
Not enough gratitude can be expressed to the countless people who have been on this journey with us and who supported Jones Chase from the very start.
The King’s Speech on 17 July 2024 contained numerous employment law reforms. You can find a summary below of the bills the new government intends to introduce to Parliament and the policy priorities which do not require legislation.
We are pleased to share the final instalment of our trilogy of articles concerning sickness in the workplace, this article deals with long-term sickness.
In this second instalment of our trilogy of articles dealing with employment law issues surrounding sickness, we provide some key practical tips for employers. Employers need to think carefully about what to include in their sickness absence policy.
Sickness and sick pay are often difficult issues to deal with within the workplace. In this series of three articles, Simren Savjani and the other team members at Jones Chase explain some critical things for employers and employees to understand when dealing with sickness in the workplace. This first article deals with the concept of sick pay.
Jones Chase’s A-Z Employment Law Series In this video, James discusses the crucial aspects of unfair dismissal, including what makes
In today’s ever changing working environment, flexible working arrangements are rapidly becoming the norm. As organisations strive to attract and retain top talent, embracing flexibility has become a key competitive advantage.
We are incredibly proud to say that Jones Chase’s in-house band, Hot Damn! took part in the battle of the bands event at Law Rocks earlier this month.
The purpose of TUPE is to preserve the continuity of employment and terms and conditions of employees who are transferred to a new employer where a ‘relevant transfer’ takes place. TUPE is essentially a “statutory novation” of an employment contract.
Employment law has changed in a number of key areas in 2024 and employers need to update their policies, as an absolute minimum.
