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Job offers usually fall into two categories: Conditional: A job offer is made based on set criteria being met. A job offer can be withdrawn at any time if it’s found that the conditions set out in the offer haven’t been met. These conditions may include: Being unable to demonstrate eligibility to work in the country. Failing to hold or provide qualifications specific to that job role. Not being able to provide satisfactory references. Being unable to pass any background checks that have been requested. Unconditional: A job offer is…

When a TUPE transfer occurs, before the transfer, both the old and new employers must by law, inform and consult with a recognised trade union or employee representatives. To ‘inform’ is when you tell your affected employees or their representatives the facts about the transfer. To ‘consult’ is when you talk and listen to affected employees or their representatives on expected ‘measures’ which are effectively changes that could affect employees and genuinely consider their views. There is no fixed length of time for employers to inform and consult employees and…

Is it the employer or the employee? LinkedIn contacts are key for many employers, as they may use LinkedIn to generate new business contacts. Departing employees could use the LinkedIn contacts that they created during their employment for their own, or a competitors’ benefit. So many employers will want their employment contractual terms and procedures to protect their business and its intellectual property. Many businesses will include standard confidentiality provisions, which will prohibit the use of confidential information belonging to the company. They may also have terms which specifically mention…