What’s Happening – Video/Multimedia
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2022 Seminar Programme
Further events will be scheduled throughout the year but for now please find the details below for our events on 6 April 2022 and
Wednesday 6 April 2022 – 11am – Employment Law update 2022 (Huddersfield)
Join us at this event where we will explore and advise on the yearly update to Employment Law, including what to look out for in the coming year. This will include both updates to case law and legislation that will be relevant.
Wednesday 4th May 2022 – 11am – Managing Employees with under 2 years’ service
We will be delivering a seminar which considers how to manage an employee with under two years’ service when concerns arise, and the risks of potential litigation involved when this is not managed correctly. This will include considering claims that can be pursed when an employee does not have two-years continuous employment and how to avoid these.
The seminar program is now in full swing and links the all the events can be found on our website:
Business Services Seminars – Chadwick Lawrence
In the News
| COVID-19: Revocation of Mandatory Vaccinations & SSP Rebate Scheme
The implementation of mandatory vaccinations for staff in all patient-facing health and social care roles from 1 April 2022 is due to be revoked on 15 March 2022.
The SSP rebate scheme for COVID-19 related sickness absences will be available until 17 March 2022 and employers will have until 24 March 2022 to submit applications for reimbursement for this period.
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| Employment Tribunal: No Dismissal where PILON Clause Enforced
In the case of Fentem -v- Outform EMEA Ltd, it was held that there had been no dismissal where the employer enforced the payment in lieu of notice (PILON) clause to bring forward the date of the employee’s resignation.
The employee provided 9 months’ notice in his written resignation. The employer relied on the PILON clause in the employee’s contract to terminate their employment with immediate effect. The employee initially worked their notice period but the employer chose to enforce this clause for the remainder of their notice period meaning that he would be paid basic salary for the remainder of his notice pay entitlement (excluding any bonus entitlement). The employee brought an unfair dismissal claim in respect of the remaining notice period.
The ET held that the employee had not been dismissed and relied on a previous decision made in Marshall (Cambridge) Ltd -v- Hamblin in the EAT which found that termination of a post-resignation period of notice by way of PILON did not amount to a dismissal under section 95 Employment Rights Act 1996.
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| ‘Living with COVID’ – What are the Implications for the Workplace?
Following the recent government ‘living with COVID’ announcement, how should employers be managing COVID-19 in the workplace?
Click below to read our firm’s recent blog post on this topic which includes content on self-isolation, covid testing, mandatory vaccinations and the further changes anticipated to come into force in April 2022.
https://www.chadwicklawrence.co.uk/legal-news/living-with-covid-in-the-workplace/
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AOB
We are excited to announce that our commercial retainer package, LINK, has officially launched!
In a world where commercial agreements are at the heart of every businesses, Link from Chadwick Lawrence gives clients the clarity and protection they require to strengthen their business.
Our team of legally qualified advisors have a wealth of experience in reviewing, drafting and negotiating a wide range of commercial agreements.
We know that two businesses are never the same, so that’s why we have developed a flexible commercial retainer that allows you to pick and choose the exact elements that you require as a completely bespoke package, but can offer the following services:
- A review of their commercial contracts.
- Drafting/amending commercial contracts.
- Commercial review of their terms and conditions.
- Unlimited telephone advice relating to their commercial contracts.
- Personal invitations to exclusive networking opportunities.
- A bi-monthly updated newsletter.
Get in touch
To get in touch, please email employmentHub@chadlaw.co.uk to see how we can advise you
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