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During what appears to be a highly competitive Conservative Party Conference in Birmingham, Prime Minister Theresa May has announced that new legislation will be introduced to ensure that tips and service charges left for workers in the hospitality industry are distributed in a fair manner.
The Employment Appeal Tribunal (EAT) has ruled that there may be circumstances in which an “outdated” contractual term of employment “that made no sense, given...changes to working practices” may be ignored by an employer.
When a worker only appears to be resigning, either verbally or in writing, this can cause a major headache for an employer.
Clear phrases like “I quit” or “I resign” could be taken at face value by an employer, depending on the circumstances in which they are given. However, statements such as “I’m leaving”, “I’m out of here” and “I can’t take this anymore”, to use some of the more polite examples, can give rise to uncertainty.
Where a worker is ill for an extended period of time, an employer may have concerns about what to do next.
Will the worker be returning to work? Can the employer afford to continue paying statutory sick pay and, if applicable, company sick pay? How long will cover be needed for that worker's tasks? What impact is the worker’s illness having on their colleagues? If the worker does return, will he or she still be able to perform all of their usual tasks?