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The claimant was dismissed by reason of gross misconduct and in particular.
Our sales team wants to dismiss a new hire at the expiry of his probationary period. Are there any issues that we need to be aware of?
A number of our former employees are continuing to contact customers through LinkedIn following the termination of their employment. Can we do anything to prevent this?
We have read a number of stories in the press recently regarding the “gig economy”. Is this a new term in employment law that we need to be concerned with?
We have a multi-lingual workforce. Can we insist that all staff only speak English while at work?
We have an employee on long term sick leave - what level of contact can/should we have with that employee?
We believe that an employee was under the influence of alcohol during working hours however we were unable to prove this. What is the current position on breathalysing employees at work?
Our disciplinary policy does not permit a solicitor to attend an investigation meeting. Only a colleague or trade union representative may attend. Is this lawful?
During a workplace investigation, under what circumstances can you suspend an employee?
Can covert surveillance be used as evidence when carrying out an investigation?
Can employees use secret recordings of investigation meetings as evidence in a tribunal hearing?