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Site title: DavidsonMorris | Employer Solutions Lawyers - DavidsonMorris
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Employees leave roles in a wide range of circumstances. Most departures follow a planned notice period where both sides understand their obligations and responsibilities. Difficulties arise when an employee confirms they will not work their notice or simply stops attending work. For employers, this creates practical, financial and legal questions about pay, breach of contract...
Investing in staff training is a commercial necessity, especially where roles require specific qualifications, licences or accreditations. For many employers, the concern is what happens if an employee leaves shortly after completing expensive training and the business is left with the bill and no return on its investment. This is where a properly drafted repayment of trainin...
Holiday entitlement is a common source of dispute when employees leave a job. Employers must calculate accrued leave accurately to avoid unlawful deduction claims, payroll errors and compliance issues under the Working Time Regulations 1998. Getting the calculation right is also an important part of delivering a fair and transparent offboarding process that reflects well on t...
Final pay is one of the most sensitive parts of the employment relationship. When someone leaves a job, the employer must ensure their final wages, holiday pay and any outstanding contractual payments are calculated accurately and paid on time. Errors lead to avoidable disputes, grievances and, in some cases, claims for unlawful deduction from wages. For HR professionals and ...
Employers must manage wage deductions with precision because the legal framework in the UK is strict and employees are heavily protected against unauthorised reductions in pay. Payroll decisions that appear routine can carry significant risk if the deduction is not explicitly permitted under legislation, contract or written employee agreement. HR teams must therefore be clear...
