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National Minimum Wage and National Living Wage - who is not entitled to it
People who are not entitled to the National Minimum Wage or National Living Wage.
National Minimum Wage and Living Wage - time spent travelling on business
Time spent travelling on business and the minimum wage.
Deductions not connected to a worker's employment or for the employer's benefit
Pay deductions and the minimum wage.
Deductions and payments that do not reduce minimum wage pay
The minimum wage and deductions and payments that do not reduce minimum wage pay.
Calculating National Minimum Wage and Living Wage arrears
How to calculate minimum wage arrears payments for workers that weren’t paid the minimum wage when they were supposed to receive it.
Minimum wage working hours - sleeping between duties
How sleeping between duties effects minimum wage pay.
Example calculation for minimum wage arrears
Example of how to calculate minimum wage arrears.
Working hours for minimum wage purposes
Working hours that apply for minimum wage.
Statutory conditions for immunity when organising industrial action
The statutory conditions for immunity when organising industrial action.
The legal consequences of failing to gain statutory immunity
How the law works when the statutory immunities do not apply, making any subsequent industrial action unlawful.
Legal issues following industrial action
Re-engaging employees after a strike.
Conducting negotiations to resolve disputes
The importance of effective negotiating styles and skills when dealing with disputes.
Legal issues during industrial action
The rules for dismissal during industrial action or picketing, and pay for striking workers.
Avoiding disputes with your workforce
How open communication can help create a conflict-free working environment and prevent disputes from arising.
Dealing with industrial disputes
Ways to resolve disputes with groups of workers through mediation, conciliation, and arbitration.
Lawful industrial action
The need to meet certain conditions before a union or individual can lawfully call for industrial action.
Minimum periods of continuous employment and qualification dates for employment rights
Table setting out the minimum periods of continuous employment needed to qualify for certain statutory employment rights.
Continuous employment when there is a change of employer
Transfer of a business from one employer to another and other such changes do not break continuity in employment.
Reinstating or re-engaging an employee
Conditions when reinstating or re-engaging an employee after they have been unfairly dismissed classes as continuous employment.
Continuous employment for statutory payments
Employees need to meet certain criteria in order to qualify for a statutory redundancy or parental payment.