Author: Kiril Moskovchuk
Published: March 19, 2020
Reading time: 1 minute
This article is 4 years old.
Read our disclaimer keyboard_arrow_down
This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.
The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.
The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.
Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.
If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.
All characters are fictitious and should not be taken as referring to any person living or dead.
Use of this website shall be considered acceptance of the terms of the disclaimer presented above.
By agreement, which should be in writing, your staff may agree to accept a pay cut or take an extended leave, unpaid or with some pay.
If your employee is opposing what is suggested, it is likely to be deemed that employment has been terminated with redeployment on the offered terms. The deemed dismissal will be subject to the test of reasonableness, if the employee can bring a claim to the Employment Tribunal. The employer may claim ‘some other substantial reason’ as the reason for dismissal. Each situation will be fact sensitive.
In the redundancy process, voluntary redundancies should be offered.
Your employee may be entitled to take unpaid parental leave and may agree to take it. The entitlement is to 18 weeks’ leave for each child and adopted child, up to their 18th birthday. The limit on how much parental leave each parent can take in a year is 4 weeks for each child, unless agreed otherwise, and the leave is to be taken in weeks.
