Many employers aim to limit liability for references by adding a disclaimer stating that they cannot accept any liability for errors or omissions in the content of the reference. While there is no guarantee that a disclaimer will be effective, there is no disadvantage in including one. A disclaimer will be effective only if reasonable, accounting for content and circumstances. If the employer has or is expected to have knowledge of the information provided it will not be able

The General Data Protection Regulation (2016/679 EU) (EU GDPR) is the governing legislation for collecting and processing personal data in the EU. Following the end of the Brexit transition period on 31 December 2020, most of the EU GDPR was retained in UK law by the European Union (Withdrawal) Act 2018. The retained GDPR is known as the "UK GDPR". The UK GDPR is supplemented by the Data Protection Act 2018. Therefore, the GDPR principles and requirements continue to apply fo

Providing employees with free or subsidised meals on the employer's business premises or in any canteen is not taxable if the provision...

Most employers are not obliged to provide a reference about an employee or ex-employee, regardless of whether the request for the...

Employers can be held vicariously liable for discriminatory acts by employees - even if the event is held off site and out of normal...

Yes, an employer can anonymise witness statements obtained during a grievance or disciplinary procedure. That said, while there is no...

The rules for calculating a week's pay for the purposes of holiday pay are set out in ss.221 to 224 of the Employment Rights Act 1996, as...

There are specific rules on  the calculation of holiday entitlement and payment of holiday pay for "irregular hours workers" and...

1. Introduction   Garden leave is a colloquial term for the situation in which an employer instructs an employee who has either given or...

Following a recent consultation, the Department for Business and Trade (DBT) has confirmed that significant reforms to SSP will come into...

While there is no specific duty on employers to provide equipment for employees working from home, they should ensure that employees have...

Since May 2025, more eligible working parents in England have been able to apply for government funded childcare. This major expansion is...

A casual worker agreement is a flexible work arrangement, often called a zero-hours contract in the UK, where there is no obligation for...

The UK Government is seeking to introduce the right to "switch off", which will allow workers to disconnect from work and not be...

1. Introduction   The fit note, or ‘Statement of fitness for work’, is a statement provided by an Employee's GP, hospital doctor or other...

1. INTRODUCTION   Discretionary bonuses are a useful reward system as they can help to motivate and maintain staff. However, as court...

All contracts of employment will at some point come to an end and there are a number of ways in which this can happen. Sometimes...

If a staff member’s illness means they can’t come in to work they might be eligible, by law, to receive sick pay.  Statutory Sick Pay...

What is "constructive dismissal" To prevent claims for constructive dismissal arising it is, first and foremost, essential for employers...

There is no loss of continuity if an employee resigns or is dismissed during one week but is re-engaged by the same employer before the...