Whether you’re a start-up company or an established business, the chances are that putting together Terms and Conditions isn’t the highest priority on your to-do list. But taking the time to put these in place could prove essential in preventing misunderstandings or future disputes between the parties.

Starting your own business can be both exciting and nerve-wracking, especially if you’ve never done it before. The legal requirements may seem overwhelming to anyone starting out, so we’ve set out a ten point guide outlining the points that you will need to do or consider in starting up your business.

Each employee’s personal circumstances will be different. It may not simply be the case that they don’t want to return to work, some employees may rely on public transport to get to work, some may not have had their vaccine yet and feel unsafe, or others may be protecting vulnerable people at home. Employers should discuss the employee’s circumstances with them so they can understand their reasons for not wanting to return to the office. This isn’t something employers should take a blanket approach to, everyone’s circumstances are different and it may not be reasonable to return all employees to the workplace at the same time.

With the vaccination rollout for Covid-19 well under way, many employers will be eagerly awaiting their employees return to the office. We’ve seen in our previous article the debate on whether or not employers can require their workforce be vaccinated, but what happens when employers want employees to disclose their vaccine status?

For many, the thought of returning to the workplace may seem daunting. Over the past year a large number of employees have become accustom to a commute free life, comfy clothes and regular Zoom calls, so much so that the workplace and face-to-face interaction seem like a distant memory.

Is it lawful to dismiss someone in circumstances where their beliefs cause them to discriminate against another protected characteristic?