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Employee Incentives Update – April 2015: HMRC, corporate governance, company law and accounting for share incentives
This update contains a round-up of key developments in this area during April 2015.
Annabel Mackay examines the employment implications of the new Senior Managers and Certification Regime and Code of Conduct.
An employer’s conclusion that its employee had committed suicide, meaning that his widow was not entitled to receive a death-in-service payment, was unreasonable.
Gard Marine v China: if a contract requires insurance the court will assume the parties have agreed to look to their insurers for indemnification.
Implications of the EAT’s recent decision on the meaning of ‘public interest’.
The ECJ has confirmed that ‘establishment’ means the local employment unit to which the redundant worker is assigned.
A warning given in bad faith could not be relied on for the purpose of determining whether there was sufficient reason to dismiss an employee.
FAQs and action points for companies that have issued bearer shares...
There are a number of issues companies should consider now so as to prepare themselves for the changes.
Employers with 250 or more employees will have to report on the gender pay gap in their business.
The PCBS made a series of recommendations in its June 2013 report which were designed to encourage employees to ‘blow the whistle’ and for the FCA to take a greater role in ensuring compliance.
Four key themes emerged from the responses to the Equality and Human Rights Commission’s call for evidence. Employers should familiarise themselves with the new EHRC guidance when it is published.
As well as the minimum wage and tax changes, pensions, special purpose share schemes and company cars are getting a political tweak.
From this autumn employers or GPs will be able to refer anyone expected to be off sick for four weeks or longer to the new ‘Fit for Work’ service. Here’s what HR needs to know.
Calling all in-house and employment lawyers, and HR professionals: here are some consultations, calls for evidence and surveys that may be of interest.
Constructive knowledge will only be fixed on the employer where it has failed to take steps to discover the employee’s status. Here are some do’s and don’ts for employers.
Employers should be satisfied the commission in question can be described as ’normal remuneration’, and other tips.
As well as parental leave and the minimum wage, changes to National Insurance contributions, sick pay and Tribunal compensation are on the way.
In April increases will be made to various statutory payments and other forms of employment-related compensation payments.
With an increasing number of employees from outside the UK, is it time for a ‘spring clean’ of your company’s immigration procedures?