19th September 2017
Aside from the express terms of any written contract between your business and employees there may be implied terms that become contractually binding by virtue of common law, custom and practice, or otherwise.
As businesses grow and develop, many companies give thought to changing their workforce’s terms and conditions. This ought to be done in the correct manner, with appropriate consideration given, in order to avoid a claim of constructive dismissal, breach of contract, unlawful deduction from wages, or a claim that the changes sought are unenforceable.
The Lamb Brooks Employment Department can provide strategic advice on what to do if an individual has breached their contract, or how to minimise your liability in the event that you do the same. If you think that a member of your workforce may have breached their contract, or you have concerns about action that you have taken or are looking to take, then contact the Lamb Brooks Employment Department today.
"You may have to go a long way to find professionals that demonstrate such a high degree of care. All the team are welcoming, polite, efficient and display a sense of humour."
Head of Employment Department
Thursday 7 March, 2019
Following on from our Mock Tribunal event, the team offer some top tips to avoid your business facing a claim
Wednesday 16 January, 2019
For employers, there are new requirements on itemised payslips for variable hours and rates of pay. Alongside, the right to payslips has been...
Thursday 3 January, 2019
Following allegations of inappropriate behaviour against large retailers, businesses of all sizes should take a health-check on their cultural...
Lamb Brooks LLP
39 Winchester Street
f: 01256 330 933
© Lamb Brooks is authorised and regulated by the Solicitors Regulation Authority - SRA No 559661.
Lamb Brooks LLP (registered at Companies House OC363909) whose registered office address is: Victoria House, 39 Winchester Street, Basingstoke, Hampshire, RG21 7EQ
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