Contracts and Handbooks

The articles featured on hrlaw.co.uk were correct at the time of publication and should not be relied on or treated as a substitute for legal advice relevant to particular circumstances. Please contact us if you require legal assistance on any employment issues.

Is enforcement of employment contracts by way of injunctions impossible?

The purpose of restrictive covenants is well known. Employment contracts are often (or at least should be) carefully drafted to ensure that they protect the legitimate business interests of an employer. Should a wayward employee ignore the restrictions on what they cannot do during and after employment, employers may be able to enforce the employment contract by way of interim injunctions.  However, the recent case of Tillman v Egon Zehnder Ltd seems to have significantly weakened an employer’s ability to enforce covenants.

References - top tips for employers

Recent press reports have concerned employers hiring employees with murky backgrounds, or allowing employees to leave quietly following serious allegations of sexual misconduct. Should this information be revealed during the referencing process? Taking or...

Employment Partner Mark Watson quoted in Drapers on how the Taylor Review may hit zero-hours contracts

Large retailers using temporary contracts or agency staff in their supply chains could face employment law changes brought in by The Taylor Review.  Former Labour party official Matthew Taylor spearheaded the 115-page report, published on 11 July,...

Myth buster - giving notice and notice periods

Following on from our look at the top five myths about fixed terms contracts ( available here ), this month we look at some of the common misconceptions about notice and notice periods. The employer can refuse to accept an employee’s resignation. ...

Five myths about fixed-term employment contracts

When used correctly, fixed-term employment contracts are an effective tool for matching staffing levels with the needs of the business. However, there are some surprising myths about fixed-term employment contracts that can lead even seasoned HR...

Bring Your Own Device - What should go in your Policy?

Bring your own device (“BYOD”) is a practice that allows employees to use personal mobile devices such as smartphones, tablets and laptops for business purposes. Many employers are delighted by the concept – employees are able to work...

Probationary periods - are they worth it?

Over the summer months we have seen many clients updating their standard employment contracts in preparation for hiring new staff in September.  Whether or not to have probationary periods has been an issue debated by a number of managers and HR...

Employee shareholder contracts - HRLaw's need to know guide

From September 2013, employers will be permitted to give a new employee shares in the employer’s business in return for the new employee giving up some fundamental employment rights.  Shares awarded under the new arrangements enjoy generous tax...

Top tips for avoiding claims in relation to fixed term contracts

Fixed term contracts are a favoured tool for employers looking for both certainty and flexibility in their workforce. However, it is a common misconception that fixed term workers have less employment protections than permanent employees. There are a number...

Past criminal offences - forgiven but not forgotten?

Dear Auntie We have recently undertaken Disclosure and Barring Service checks (previously Criminal Records Bureau checks) against all members of staff working on a project for one of our biggest clients, SuperClient.  They recently added a new...
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