Comments on: About Me/About Dale Langley & Co/Twitterview

By: Eyes Only – What the law blogs are up to this week (Part 3)… « Charon QC

Thu, 20 Oct 2011 17:21:59 +0000

[...] obliquely with the information theme, solicitor Michael Scutt has an employment law blog (Jobsworth) – but he is also the founder of UK Blawg Roundup – a quarterly review of UK law [...]

By: Michael Scutt

Michael Scutt — Sat, 09 Jul 2011 15:33:30 +0000

Thanks Rob, sorry to read this. You need to get legal advice. I don’t give legal advice through this blog. Please contact me via Dale Langley & Co (email details on blog) if you would like me to advise you on this.

Kind regards

By: Rob

Rob — Tue, 05 Jul 2011 08:33:54 +0000

Was made redunadant this morning with no warning. I was the only one . They told me that work had slowed down and they had to let me go . He also told me to resign as this would look better for me in terms of getting a good reference . He said if i didnt it would not look good for me. He told me the best thing to do was to resign now and leave and i would get paid for the rest of the month. I told him i didnt want to go and do that. He told me to go home and write him a resignation letter tomorrow .

By: 5 Steps to getting the employment law advice you need | Uncategorized | Jobsworth by Michael Scutt

Tue, 11 May 2010 14:01:49 +0000

[...] Contact Details/Services offered/Twitterview [...]

By: Read my Twitterview | Miscellaneous Stuff | Jobsworth by Michael Scutt

Read my Twitterview | Miscellaneous Stuff | Jobsworth by Michael Scutt — Fri, 27 Nov 2009 14:37:12 +0000

[...] Contact Details/Services offered [...]

By: michaelscutt

michaelscutt — Tue, 08 Sep 2009 09:14:15 +0000

What consultation process did they follow? When you say employees were finished do you mean made redundant?

Please call me on 0207 464 8433 at my firm Dale Langley & Co and I will be happy to advise you on this.

By: Jane

Jane — Mon, 07 Sep 2009 21:08:47 +0000

Hi,
in May this year our employer asked all staff to take a 10% paycut and increase our work load. Some members of staff were also finished. We were told these measures had to be taken to ‘save’ the company due to the ecomomic crisis. Everyone had to agree which they did. Incidentally we have not been asked to sign any new contract.
We have just found out they are now re-employing a member of staff they finished. Is this legal or should they be returning our working conditions and pay back to what they were before re-employing someone? Please could you advise
Thanks

By: michaelscutt

michaelscutt — Tue, 28 Jul 2009 12:16:36 +0000

Thanks for the enquiry. There are lots of issues here. Strictly speaking an employer deosn’t have to pay when there has been an unauthorised absence but that would seem harsh in the circumstances you describe. I think your friend needs to seek legal advice and I’d be happy to assist further if he wants to contact me at michaelscutt@dalelangley.co.uk or on 0207 464 8433

Regards

By: Gideon Smythe

Gideon Smythe — Fri, 24 Jul 2009 10:46:55 +0000

Sir,

I am emailing on behalf of a friend who lives in a rural area of North Essex and the only way he can commute to London is by rail. There’s is a threat of industrial action over 8 days in the coming month and, if it goes ahead, the nearest rail station with a service will be 40 miles away. Not having a car, making the journey will not be possible.

His employer has said that it is his responsibility to get to work and that if he does not make it into the office pay deducted and he’ll face possible disciplinary action. Even though he has offered to work from home.

Can a company deduct pay if an employee has made all reasonable attempts to get to work?
Can an employee claim reasonable expenses (i.e. hire car costs/taxi fares)?
Finally, it is suspected that certain high-level managers will be allowed to work from home unlike the rest of the staff. Could this be deemed as unreasonable behaviour by the employer?

By: michaelscutt

michaelscutt — Wed, 15 Jul 2009 22:07:18 +0000

Thanks for the reply. I can’t advise you properly on what you’ve written and I’d need to know more about both situations but it looks like you MAY have claims for breach of contract in both cases.

In respect of your dismissal, how long had you worked there? If more than 12 months continuously then you might be able to claim unfair dismissal if you don’t accept the action takien as fair. You should be paid for salary and holiday pay up to the termination date.

With the pub job, you need to consider whether you still want to carry on working if you’re not being paid. That is a breach of contract and you could consider claiming constructive dismissal and leaving. You could then issue proceedings for breach of contract at an Employment Tribunal.

I’d be happy to advise you in more detail or you could get advice from a CAB or local solicitor; many will do free initial interviews. Get some advice before taking action.

Good luck