10 common mistakes employers make with employment law
- A belief that having written employment contracts is not important.
- Those that have written contracts of employment not appreciating that an Employment Tribunal may override aspects of that contract and/or that a course of action or change made in practice which is inconsistent with the written contract may override it.
- Believing that temporary, part time or fixed term employees do not have the same rights as full time, permanent staff.
- A belief that it can never be lawful to dismiss sick or pregnant employees
- Thinking that it is better to handle all employment issues informally as a better method than formal procedures.
- Failing to consistently adhere to the company’s own contracts of employment or staff rules.
- Not taking data protection, intellectual property and online security and social media risks seriously.
- Believing that not knowing about an employee’s conduct such as sexual harassment means that the employer cannot be held liable for it.
- Failure to be aware of the full implication of disability and other discrimination law and failing to make any adjustments for disabled employees.
- Thinking that it is legitimate to alter employees’ hours and rates of pay without their consent.