Legal Updates

It is always sensible to revisit and review your Parent Contracts on a regular basis to make sure that they reflect recent legal developments and changes and work as best as they can for your School. This is even more important now as we all grapple with the impact of the Coronavirus pandemic.

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I frequently give advice to employers about the risks of not following scrupulously fair disciplinary procedures, even in cases which look like a slam-dunk. Occasionally they look on me with eyes of disbelief as I explain that following procedures avoids unanticipated future problems. Then every so often a case comes along that proves the point.

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As part of your response to the coronavirus (COVID-19) pandemic, you may have taken steps to discourage all but essential visitors to your place of work, but to collect data about those individuals that you have met. For the great majority of us, there is no law that says you must. Collecting data like this is voluntary, but if you do collect it, then the next question is, what should you do with it.

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There are significant modifications to the government’s furlough scheme from 1 July 2020 onwards including new flexibility to bring furloughed staff back to work on a part time basis and continue to be furloughed for the remainder in proportions to be agreed.

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It is commonplace when an employee leaves his old employer to join a competitor, in breach of an arguably unenforceable restrictive covenant, that the old employer threatens to sue not only the transferring employee, but also the new employer.

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With many businesses looking overseas to recruit the most capable people that they can to continue their success, immigration law and its requirements are becoming increasingly important. With the recent Brexit vote this is potentially going to become even more so.

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