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An Employee Guide to Grievance Procedures at Work

What Are Tax Deductible Expenses for Workers?

What Are Reasonable Adjustments?

What are Fair Reasons for Dismissal?

Working Time Regulations

What is Indirect Discrimination?

Use of Restrictive Covenants in Employment Contracts

Unlawful Deductions from Wages

The Right to Equal Pay

Being Suspended from Work

Basic Employment Rights at Work

What is the Minimum Legal Age of Employment in the UK?

What should I do next? 20% Salary Cut Due to Covid-19 - LocalSolicitors.com

What should I do next?

The general basis of your situation is that your 'original' contract and employment continues whilst you are on secondment. If your original role is at risk of redundancy, then you should be consulted about this. If the original role is redundant, then redeployment should be looked at. This may include staying in your current role permanently, but this could be dependent on the nature of the relationship between your original employer and the current 'host'. You may also be independently offered the role permanently with the 'host' if it is needed. The length of the secondment will not in itself be definitive here. A detailed consideration of the role/s, contracts and the nature of the relationships would need to be undertaken. For example, in some circumstances like this the transfer of employment regulations (TUPE) may have already taken effect so that your employment has already transferred to the 'host' company.If you are concerned, you could make enquiries with your ‘original’ employer to ascertain what they understand the situation to be and their intentions and possibilities going forward.

How have my employment rights changed if i have been seconded for 5 years?

Lisa Dearman

If an employee behaves so badly that it dissolves the working relationship between the employer and themselves, they may have committed an act of gross misconduct. Such acts may warrant instant dismissal without notice or pay in lieu of notice.

Employers are advised to make it clear as to what is considered to be unacceptable behaviour and to specify what sort of behaviour will be considered as gross misconduct. Such notifications are usually made in the employee's contract of employment or in a staff handbook. By giving employees a clear understanding of what actions are deemed unacceptable, employers reduce the risk of losing staff due to gross misconduct and protecting themselves from employees claiming that they did not know their behaviour was inappropriate. Although, in many cases, acts of gross misconduct are clear and obvious, without the need to be explicitly stated within a contract, such as assaulting a co-worker for example.

Gross misconduct can cover a wide range of actions and may include behaviour such as:

 * Theft from the company
 * Violence
 * Verbal abuse
 * Drinking at work
 * Drug taking
 * Misuse of company property
 * Misuse of company facilities such as the internet

If an employee contests a dismissal of gross misconduct, a tribunal will hear the case to determine whether the dismissal was reasonable and legal. In doing so, they will confirm whether it is reasonable to assume that the employee would have recognised that their behaviour was unacceptable, and whether all processes of the investigation and dismissal were conducted in a legal manner.

What is Gross Misconduct?

What should I do next?

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