Legal Jargon

Legislation which preserves and protects employees’ terms and conditions when a business or undertaking, or part of one, is transferred to a new employer.

When an employee is dismissed without notice or payment for notice.

A Settlement Agreement is a legally binding agreement between an employee and their employer, which usually terminates the employment relationship with the employee agreeing to waive their right to bring the majority of employment related claims. As a form of compensation, the employee usually receives an ex-gratia payment.

A clause in an employment contract that sets limits on what a former employee can do in the weeks and months after their employment ends. Typically, these will prohibit an employee from working for a direct competitor or setting up in direct competition with their former employer, or contacting their clients / customers and suppliers for a set period of time after leaving the business.

Employers can use this form to respond to a claim of unlawful treatment made by an employee to an Employment Tribunal. It is often supported by Grounds of Resistance.

The party or parties who the claim is made against in an Employment Tribunal. This will normally be the employer, but in certain situations may include named individuals.

The situation where an employee loses their job due to factors such as the level of work available, or for a reason not related to them. Redundancy usually carries a payment to the employee, often calculated according to how long they have been with the employer, to help compensate them for losing a job for reasons beyond their control and unrelated to their performance.

Changes employers must make to give an employee with a disability the same chance as anyone else to secure a job and fulfil the role.

When an employer pays an employee’s salary, and potentially benefits, for the equivalent duration of their notice period but, the employee does not have to work during this time. Put simply, an employer may decide to pay an employee the would have received during their notice period but not have them working in the business. Where PILON is paid, the employee would no longer be considered as employed by the employer.

The minimum hourly rates that an employer is required to pay to an employee, depending on their age or whether they are an apprentice. When employees reach the age of 23, employers are required to pay them the National Living Wage, which is higher than the National Minimum Wage.