Enter your registered email address below and we will send you a link to reset your password
Login to your legal island account
The claimant was dismissed by reason of gross misconduct and in particular.
If a person works for a company as an agency worker and is then given a fixed-term contract with the company, is the period of service as an agency worker taken into account in determining entitlement to CID?
Are we obliged to keep an employee on a fixed term contract to cover an employee on maternity leave even if the employee on maternity leave chooses not return to work?
Can we enforce a contractual retirement age?
Can probation extend beyond 12 months? Can we state that the disciplinary process does not apply during probation?
Does mediation initially take place with the person making the complaint and the mediator, or also with the person who the complaint has been made against? What happens if the complainant won’t agree to mediation?
In setting down a retirement age in a contract of employment, should you include the objective grounds for the retirement age in order to try to manage expectations or are you just tying your hands for the future? What would you advise?
Are there any restrictions on how long someone can be on a fixed-term contract? How often can you extend?
If a person applies for a job and they have epilepsy, and one of the essential or preferred criteria is that they must have a C1 driving license (and they can never get this because of their condition) can the employer remove them from the recruitment and selection process?
May redundancy notice be served during maternity leave? For example, may an employer serve a notice of dismissal/redundancy during maternity leave with a date of dismissal after the end of leave period – or is this automatically void and employer must wait until leave is over before issuing a notice?
Is there anything that can be done to make the employer change from a zero hour contract to a minimum hour’s contract?