A series of recent high-profile cases (involving Uber, Deliveroo and most recently Pimlico Plumbers) are causing some businesses using the services of self-employed contractors to question whether they need to change their working model.
A recent case in the High Court involving a hair salon in Windsor and an entrepreneurial former owner has served as a useful reminder of some of the rules around restrictive covenants and non-solicitation provisions in contracts.
In October, the government confirmed that the General Data Protection Regulations (GDPR) will be apply in the UK from 25 May 2018 (and that Brexit won't spare us from it).
We don't think there's any value in lawyers speculating on what Brexit will mean for you, other than to say that it will, at some point in the next few years, mean change.
As a result of the current UK skills shortage, more and more businesses are turning to recruitment agencies to help them find good quality staff to fill their permanent vacancies.
From April 2017, the government will fund apprenticeships in England in a new way. To meet this objective, some employers will be required to contribute to a new Apprenticeship Levy.
Elections are scheduled for May 4th. The new Mayor is due to take office from May 8th. But from our discussions with local businesses and residents there doesn't seem to be much understanding of what this new role involves.
We all know what a contract looks like, don't we? Carefully drafted, signed by the parties, dated and completed well in advance of any work starting. Our clients tell us that life isn't always like that.
