The structural relationship between employees and employers remains firmly at the top of the legal agenda.
One such example is that more and more workers rely on their employers providing incentive-based pay to reach minimum earning thresholds. This is being recognised in court: Legal Services has recently encountered cases which have reaffirmed employees’ rights for commission to be included in their holiday pay calculations.
Lay-off periods have also made the headlines, with the length and structure of them up for debate in court. Legal trends seem to be moving towards safeguards for employees in the still-fluctuating jobs market – but these safeguards can leave employers feeling exposed.
Establishing clear, written communication between all parties is vital before a terms and conditions dispute has the chance to bite. However, the possibility of a range of different interpretations in court makes it all the more important to go beyond this, and have the employer-employee relationship properly codified.
While it has been law for some time that all employees are given basic terms and conditions, it is advisable to use something to protect all staff, from warehouse operative to transport manager.
“We set the ground rules and we work by them,” said Lesley Robert from Strand Transport, who uses the RHA’s haulage-specific Contracts of Employment service.
“We can manage discipline better, and the employees know how to raise grievances in the correct manner,” she added.