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The claimant was dismissed by reason of gross misconduct and in particular.
We have two colleagues who have verbal agreements to work from home. They have been doing so for more than 5 years. What protection do they have as this is not included in their contract of employment? Can the employer change this work practice with one month’s notice?
When carrying out an investigation, how should HR proceed if An Garda Síochána are involved?
Can suspension result in a constructive dismissal case?
With respect to indirect age discrimination and given the higher proportion of younger graduates in the working population, can we specify that a degree is an essential criterion when advertising a job vacancy?
Is there a legal obligation to provide a reference or statement of employment?
We are currently reviewing our Employee Handbook. Do we need to ask our employees to consent to any changes?
We have an employee who recently began wearing a headscarf to the office. We would prefer for the workplace to remain free of any religious or political attire. Can we ban the employee from wearing her headscarf to work?
Can a company enforce a policy that annual leave must be taken within the leave year and not allow any carry forward of holidays?
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?
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?