Employment Law Advice, Tribunal Representation, Services
and Solutions for
Employers.
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EBS Law are specialists in providing UK employers
and employer organisations with comprehensive retained employment law
services including a human resource support service. Whether it is liaising with
ACAS over an existing problem or seeking advice in relation to a future concern, we are here to help.
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Our
standard service package comprises of :-
-
unlimited
UK employment law advice
-
liaising
with ACAS
-
guaranteed face-to-face meetings
-
free
initial contact
-
tailored employment
contracts & handbook
-
employment tribunal representation
-
qualified personal contact
-
employment bulletin updates
Your
Business is our business
We will appoint a legally qualified adviser to oversee your business.
This
adviser will be your main contact on all employment related matters. As you will have continuity of service, your adviser will gain great
familiarity with you, your business and an understanding of the areas that
present common and often unique daily challenges. You will avoid having to repeat the same query or update different
advisers on the history of a particular case, saving time and ensuring
efficiency in the matter.
Why
EBS ?
Our
advisers are legally qualified, coupled with extensive hands-on
experience. Additionally EBS clients can take advantage of our ‘partnership
links’ providing advice on a variety of topics including retirement planning
and associated issues. It’s the complete human resource and employment
law service.
A comprehensive retainer service for a
minimal fee.
Employment
Law Insurance - Tribunal Defence
Employer
Organisations - Unfair
Dismissal
Employment Law Advice - Long Term Sickness
Workers who have been on
sick leave for more than a year are now entitled
to holiday allowance in the following year. This
entitlement is regardless of whether they have
formally requested it a court has ruled.
This is bad news for employers because
businesses face workers returning from long-term
sick leave only to go straight on paid holiday
which could be up to four weeks.
A string of recent employment cases had
suggested that only if an employee who has been
on long-term sick leave specifically requests to
carry over the entitlement would businesses owe
the employee.
Many businesses already operate a 'use it or
lose it' policy with regards to paid holiday.
The ruling in the NHS v Larner case handed down
in the Court of Appeal yesterday ruled that
workers who cannot take holiday due to illness
are entitled to reclaim it the following year.
The judgment said that the fact that they have
been ill means they would not have been able to
claim it.
Employees who have left the company following
long-term illness could also get paid for
holiday time they hadn't taken.
It is still unclear if there is a time limit on
the right to carry forward holidays.
This decision follows recent rulings in Europe
that workers who become ill during their
holidays have the right to take additional paid
time off later. Since the Pereda vs Madrid
Movilidad case, many employers have been relying
on case law to prevent sick workers from
carrying over statuatary holiday.
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