When seeking help with employment law, it's helpful to know the people you're working with. Get to know our employment department below.
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Has keeping up with the latest employment law developments fallen by the wayside amidst your summer holidays? Don’t worry – our team at Howells Solicitors has you covered with a roundup of notable legislative changes and updates from this past summer that employers should know.
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After years of campaigning by several notable individuals and organisations (with special mention to Anna Whitehouse, Pregnant Then Screwed, Working Families and the TUC) The Employment Relations (Flexible Working) Bill has now been awarded Royal Assent. This means the Employment Relations (Flexible Working) Act 2023 is now in force. The reform will reduce limitations on flexible working and make employment more accessible. It is our opinion that the reform will benefit both employers and employees.
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If you’re facing redundancy, it can be a trying and difficult time. Here’s the Howells essential guide to the redundancy process:
What Is Redundancy?
Redundancy occurs when your employer dismisses you after deciding that your job role is no longer needed within the business.
There are a number of common reasons for getting made redundant, but it can include:
- New technology making your job unnecessary
- The role you were hired to perform no longer exists, or the need for such a role has diminished
- The employer decides it needs to cut costs and restructure some or all of the business, resulting in a reduced need for certain job roles
- Companies folding, moving to a new area, or being sold to other companies with different aspirations
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A person is self-employed if they run their business for themselves and take complete responsibility for its success or failure. Alternatively, they might provide their services as part of a business undertaking carried on by someone else.
Self-employed people do not have the employment rights and responsibilities of employees as they are their own independent contractor. This negates the necessity for a contract of employment between two separate parties (employee and employer) and means that a self-employed person must decide for themselves things like how much to charge and what services they are to perform.
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