Employment Act mandatory requirements grace period ends 31 March

The Employment Act was amended in 2015 to make it mandatory that employees under the Act are provided with itemised payslips and key employment terms (KETs) in writing, and employers are to keep records of employees.  A breach of these mandatory requirements is considered a civil breach which will attract administrative financial penalties / fines.

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Case Update: A M Mohamud v WM Morrison Supermarkets plc [2016] UKSC 11

A M Mohamud (in substitution for Mr A Mohamud (deceased)) v WM Morrison Supermarkets plc [2016] UKSC 11

Significance: the UK Supreme Court held that an employer was vicariously liable for its employee’s act of causing injury to a customer under the close connection test.

Comment: this decision is significant because under previous applications of the doctrine of vicarious liability, an employer will not be held liable for an employee’s acts which were on his whim and frolic, outside the course of employment, or were unauthorised acts. In this case, the Court extended the analysis of unauthorised modes of authorised acts by the employer to an irrational physical attack as falling within the authorised act of an employee’s interactions with a customer.

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“Do more to protect higher-skilled workers: NTUC”

Do more to protect higher-skilled workers: NTUC, Straits Times (25 February 2016)

HR and employment matters can turn very ugly when employees are terminated, retrenched or dismissed. Anger and bitterness resulting in potential long-drawn disputes and litigation can actually be avoided if employers and HR professionals apply the fundamental Golden Rule to employees who are being asked to leave.

Unions offer a form of protection and support. Legal counsel is an even more important way because then one would know what the legal rights are and how to negotiate for a fair and peaceable outcome for all.