Waterfront’s employment law specialists will be hosting a webinar looking closely at what employers should consider before bringing employees back to the office.
As the vaccination drive continues to gain momentum and employers look to transition away from mandatory remote work and bring employees back into the office for the first time in over a year, there is much to consider. During the webinar, which is being held on Thursday 22nd July, at 2pm, Waterfront’s employment lawyers will share their expertise answering some of the most common questions faced by employers.
The core questions to be analysed and discussed will include:
The webinar will be of interest to business owners, HR professionals and others with responsibility for HR, such as those in finance and operational management.
Discussing the issues will be:
Anthony Purvis – Partner and Head of Employment Law at Waterfront specialising in all aspects of contentious and non-contentious employment law. Anthony’s clients include both employees and employers across a wide range of business sectors.
Jamie Webster – Associate in the employment team at Waterfront assisting with all types of employment matters, both contentious and non-contentious.
Whilst a return to the pre-March 2020 way of working may be some time away, the core questions addressed during this webinar will equip you and your business for the coming months.
Most employers are keen to avoid dismissing staff in whom they have invested time and money but this is not always possible.
Non-disclosure agreements (NDAs), sometimes referred to as “gagging clauses”, are rarely out of the news.
On 5 December 2022, following its Making Flexible Working The Default consultation, which has now concluded, the UK government announced that it will be introducing reforms to the law around employees’ rights to make flexible working requests.
I was interested to read the recent reports in the Guardian and BBC News that Elon Musk has sent an email which requires all staff to sign a commitment to working “long hours at high intensity” and being “extremely hardcore”. They report that the alternative is that they will receive three months’ severance pay.