Partner in the employment team.
I specialise in contentious employment law work across a range of sectors, acting for clients in employment tribunal proceedings, including claims for unfair and wrongful dismissal and unlawful discrimination. I also advise clients on the strategic implications of the transfer of undertakings legislation (TUPE).
I regularly advise clients on employee investigation issues and other ‘live’ internal disputes, I have considerable experience of drafting contracts of employment, zero hours agreements and staff handbooks for care providers and advising on working time, minimum wage and annual leave entitlement issues.
‘Matthew Gregson is highly rated and experienced.' Legal 500, 2021
The freshly signed Public Sector Exit Payments Regulations (in force on 4 November 2020) raise as many questions as they answer.
The parliamentary processes are complete and the Restriction of Public Exit Payments Regulations 2020 (“the Regulations”) which cap exit payments in the public sector at £95,000 will be in force from 4 November.
What do you do if an employee persists in raising the same concern, again and again, taking up copious amounts of management time and patience
This briefing assists response to the consultation paper by outlining the consultation questions, providing some background information and prompting some thoughts and potential answers.
The Government has this week resurrected its proposals to cap exit payments for public sector workers at £95,000.
The Court of Appeal has given a Judgement in City of York Council v Grosset that a dismissal of an employee with a disability can amount to unfavourable treatment.
The sanctions against employers who knowingly or unknowingly employ individuals who do not have the correct immigration status to work in the UK are stringent.
Typically joint employment contracts can be relevant where a council establishes for commercial purposes two companies, one which satisfies the Regulation 12/Teckal tests and is inward looking; and the other which trades with third parties.
Changes are likely to be implemented by 6 April 2013, as follows: The Government will remove the 90 day minimum period for consulting with employees of 100 or more; and replace it with a 45 day minimum period.
This is the doctrine of res judicata.
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