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.
The Jones Chase team examine the recruitment of staff at and the legal/contractual issues involved when hiring them, whilst also looking at how different areas of employment law overlap in these situations.
You may be turning your mind to how to best manage holiday requests from staff, bearing in mind that many organisations’ holiday year ends on 31 December. Staff may have taken less holiday this year than normal due to the lock down earlier in the year, being on furlough or possibly not manging to go on the holiday they would have liked. They may, therefore, have more holiday than usual left to take.
Set out in this article are Jones Chase’s top 5 tips for managing workers’ holiday successfully.
The Covid-19 pandemic imposed unprecedented changes for both employers and employees alike over the last two years and, following the official cessation of lockdown this summer, thousands of people are now returning to the official workplace to perform their jobs.
There has been a lot of talk recently about the negatives of returning to office, and this article by Domonic Lyons will look at the situation from an alternative perspective and focus on the positives.
There has been a lot of press and attention lately on the topic of companies requiring their employees to come back to the office and whether employers will be offering hybrid working going forward.
But what damage may it cause to a company’s culture and a collegiate team spirit, and does hybrid working suit everyone?
Domonic has now been with the firm just over a month. As a law firm that has strong, people-focussed values, we are always keen to know how our team members are doing. Read Dom’s blog on how he has settled in and what he has learned as a paralegal in his first month at Jones Chase
The Jones Chase team examine the best options available for employers when looking to implement hybrid working and working from home arrangements, navigating contractual provisions whilst also looking at other areas of employment law.
Some organisations are getting their staff back to the workplace this summer. However, Covid cases are rising rapidly and employers still have their duty to protect their employees’ health and safety. Asking staff to take regular lateral flow tests may be part of the organisation’s policy on making the workplace Covid secure. However, what happens if an employee does not wish to take tests? Can you enforce this?
Post Monday 19 July if an employer has not done “something” about the contractual place of work clause in its contracts of employment, each day that goes by is an implied acceptance by the employer that working from home is fine. In this way any contractual office – based place of work clause is being daily eroded to become a working from home clause by custom and practice. This is because working from home is not now as a result of a government edict.
There appears to be considerable confusion over the current rules relating to self isolation when an individual has (or may have) been in close contact with another who then tests positive for COVID-19. With record numbers of people being ‘pinged’ by the NHS Covid-19 app, this is having a real impact on some employers’ ability to keep their businesses going. In this bulletin we take a look at the different ways in which individuals can be asked to self isolate and consider how employers should respond in the workplace.
It is our pleasure to present our Employment Law Webinar recorded on Friday 16th July. The Government made some interesting and important announcements earlier this week and the onus has clearly shifted onto employers to take responsibility to bring their staff back to the workplace, and to deal with the concerns and fears of their workforce in relation to the same.
