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Tag Archive

GP Services: TUPE Transfer of Services

The transfer of services between the public sector, charities and social enterprises will usually trigger a relevant transfer governed by TUPE.  This means that employees assigned to a transferring service will transfer with the service, and that their terms and conditions of employment will be protected.

So what does this mean for the company taking over (NewCo) from the outgoing company (OldCo)? Are they obliged to continue the same structure? 

Well…

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HR and Employment Law in a GPs Practice

The inherent difficulties of operating a practice day to day are, of course, substantial. One area that can often be neglected in the pursuit of superior quality standards and patient care is HR and employment law.

While this question may present no problems when all is running smoothly, there is however a wealth of legal issues potentially lurking beneath the surface for the unprepared practice manager. So what can go wrong? 

Well…

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Managing HR and Employment Law issues in your dental practice

The inherent difficulties of operating a practice day to day are, of course, substantial. One area that can often be neglected in the pursuit of superior quality standards and patient care is HR and employment law issues.

While this question may present no problems when all is running smoothly on the ‘Good Ship Dental Practice’, there is however a wealth of legal issues potentially lurking beneath the surface for the unprepared practice owner and associate alike. So what can go wrong?

Well…

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Insolvent Companies, Consultation and Protective Awards

Many of you will be familiar with section 188 of the Trade Union and Labour Relations (Consolidated) Act 1992 (“TULRCA”), which defines and governs the roles of trade unions. Under this section an Employment Tribunal (“ET”) may order an employer to pay its employees a ‘protective award’ where the employer has failed to consult the employee representatives when proposing to make 100 or more redundancies.

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HR and employment law in a dental practice

The inherent difficulties of operating a practice day to day are, of course, substantial. One area that can often be neglected in the pursuit of superior quality standards and patient care is HR and employment law issues.

While this question may present no problems when all is running smoothly on the ‘Good Ship Dental Practice’, there is however a wealth of legal issues potentially lurking beneath the surface for the unprepared practice owner and associate alike. So what can go wrong? 

Well…

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Further plans by the Government to provide businesses more flexibility through changing employment laws

I know it may only seem as though it was yesterday that I was informing everyone on the consultation about the employment tribunal but I can assure you that it was last month! So I thought for those of you who are following the reforms I would provide you with a short summary of the proposal by Business Secretary Vince Cable on 14 September. He announced further steps to reduce employment law in his vision to give business owners/managers more flexibility in managing their workforce.

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When TUPE applies what does the business agreement need to cover?

Most small business owners don’t understand the importance of taking legal advice before they agree to sell or purchase a business due to perceived costs associated with approaching a solicitor and this is perhaps due to the fact that they do not understand the importance of warranties and indemnities particularly when it comes to transferring employees under the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE).

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Employment reforms–how will they affect you?

On 23 November 2011 Vince Cable announced a number of reforms, some of which came as no surprise for employment experts however the real question is – will the changes kick start recruitment in small and medium sized businesses? 
In my opinion the key proposals for employees, businesses and employment law specialists are as follows:

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