We will record here any changes to this resource as a result of developments in the law or practice.
A toolkit for recruitment
This note is a guide to Practical Law Employment recruitment materials, including links to all relevant materials.
Atypical work is any pattern of work which does not fit the classic or traditional concept of an employee working full-time for one employer under a contract of service of indefinite length. There has been a rapid increase in flexibility and diversity of legal and economic relationships and practices in the workplace. This has made it harder to decide whether an individual, doing paid work, does so under an employment contract and, if so, for whom.
See Toolkit, Atypical working ( www.practicallaw.com/8-507-2506) for our resources on atypical work.
The UK immigration system is based on a tiered points-based system. However business immigration also requires an understanding of the concept of business visitors, illegal working and who can work in the UK without immigration permission.
See Toolkit, Business immigration ( www.practicallaw.com/5-523-1559) for our resources relating to business immigration.
Contract law for employment lawyers
Employment contracts are different to general commercial contracts, in particular in the context of breach of contract. The Toolkit, Contract law for employment lawyers ( www.practicallaw.com/0-503-5155) , provides links to the contract related materials relevant to employment available on Practical Law Employment.
Directors: toolkit for employment lawyers
The Companies Act 2006 imposes specific rules on directors, including those relating to their appointment, removal, duties and liabilities. Directors of public companies are also subject to additional rules, most notably in relation to their remuneration and notice periods, through various industry codes.
See Toolkit, Directors ( www.practicallaw.com/3-615-2566) for our resources relating to directors.
Employment status and self-employment including consultants
An individual may be an employee, worker or genuinely self-employed, and there are various reasons why the distinction between them is significant. Different tests have developed under case law that enable lawyers to identify what employment status an individual may have.
The Toolkit, Employment status and self-employment including consultants ( www.practicallaw.com/5-509-6274) , provides resources on status and self-employment.
The Toolkit, Recruitment ( www.practicallaw.com/6-507-2569) , provides materials on the legal and practical issues relevant to the recruitment process. These include identifying and advertising vacancies, shortlisting and interviewing, and making conditional offers of employment.