During a restructure an employer may offer to demote an employee as an alternative to a dismissal for reason of redundancy. Depending on the circumstances, a demotion may be beneficial to both parties. A demotion generally involves an employer changing an employee’s role which results in less responsibility, reduced seniority and/or reduced pay. However, it is crucial that employers tread carefully if they choose to take such action and ensure they act lawfully when making any such contractual changes.

Unfortunately, due to the raise in job losses the number of employees being asked to sign settlement agreements has also…

Unfortunately, since the pandemic a significant number of employees have seen their salaries reduced. We have experienced an increase in…

The government’s recent announcement to extend the furlough scheme through to March 2021 may offer a temporary reprieve for some, but whilst the risk of coronavirus remains, the issue of being asked to return to work will continue to weigh heavily on the minds of many, especially those who care for or live with someone who is vulnerable.

On 31 October, the Coronavirus Job Retention Scheme, better known as the ‘furlough scheme’ was due to end and be replaced from 1 November with the less generous Job Support Scheme. Following an eleventh-hour announcement that the government intended to enforce a second lockdown in England, which began on 5 November 2020 and is anticipated to continue until 2 December 2020 the government announced that the furlough scheme would be extended.