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Are You Still Protected as an Employee Even If You Did Not Sign a Contract?

It can be difficult to know where you stand when it comes to your employment rights when you do not have a physical paper contact to refer to. This article explains what your options are.

There may be occasions when you need to know your employment rights, for example when there is a problem at work: either you are having a problem with another staff member or policy, or the company is having an issue with you. In either situation you will need to know your rights.

Once of the first places you should always look for your employment rights is your employment contract. However, there may be occasions when you are employed by an employer without having a written contract.

Firstly, you and your employer are not doing anything wrong by you not having a written contract. Sometimes an employer chooses not to provide an employee with a written contract. Other times, it can be one of the jobs that get put off and put off and put off and never actually gets finished.

Usually, you can work just fine without a written contract. But it may become a concern if you start having problems at work. It can be difficult to know what your rights are concerning pay, holiday and sick leave, grievances and disciplinary proceedings when there is no written contract to refer to.

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Age Discrimination in the Workplace

It has been estimated by ACAS (The Advisory, Conciliation and Arbitration Service) that in the United Kingdom, by the year 2020, over a third of the workforce will be made up of people over the age of 50. This will change the way our workforce appears and functions and it can raise a lot of questions both for those over 50 and for those just starting out in the working world.

Are you an older worker? Do you feel like you might not have a place in your workplace anymore? Are you a younger worker? Worried that you’ll never get your foot in the door? Confused about what your rights are? This article should clarify some issues facing both older and younger workers.

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5 Easy Steps to Having Difficult Conversations in the Workplace

If you work in any kind of position of leadership, from a team leader right up to a CEO, there will be times when you will find yourself having to have an uncomfortable conversation with other members of staff. It’s a part of any leadership role and should not be avoided. To be a stronger leader you will need to deal with both good and bad aspects of your role.

However, there are ways to deal with these types of situation that can help your team, department, company etc grow and become stronger, and ways that can damage your team, department, company etc. All good leaders will want to minimise any damage and instead use this as an opportunity to strengthen their team and their position as leader.

When an issue comes to light, this could be regarding performance, sick leave, a workplace squabble, or any topic that may make either you or the other staff member uncomfortable, you will need to understand how best to manage staff expectations so as to minimise any conflict and resolve the issue promptly and fairly. .

This article will discuss the five key steps that you should follow to have successful talks about difficult topics in your workplace.

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Unpaid Wages and What Can Be Done

It’s one of those things that has happened to a lot of us, that moment when you’ve gone to pay for something only to have your card rejected, or you’ve visited a cash machine to have your request refused. Sometimes this is our own fault, we’ve miscalculated what we have or forgotten about a particular bill, or said bill has been for more than was expected (anyone who has ever gone over their mobile data allowance will know this feeling). These things happen and they have to be dealt with.

However, it’s a different matter when you check your balance expecting to see your wages but instead, you see that they haven’t gone in. It is deeply worrying when you check your bank balance after payday and see an entire week/month wages have not been paid into your account. It is a difficult situation to be in, and it can be hard to know how to approach, or what your rights are.

This article will discuss the best way to handle such a situation under English Employment Law.

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Do You have a Viable Slip/Trip Claim?

If you’ve decided to bring a Personal injury claim in the UK for a fall that you have suffered, then you a should be strongly considering if your claim will be successful. You do not want to go to the time and possible expense of perusing a claim that has low prospects of success.

Prospects of success can be a difficult thing to predict, even for experienced professionals and sometimes prospects can change whilst a claim is ongoing. You should never assume that just because you’ve had a fall you automatically have a claim. There are several elements that must be in place for a claim to be successful at Court.

One of the most common myths about bringing a claim is that you can claim for an accident. No, you cannot, and while this may just be semantics, I feel that it needs saying. A genuine accident is not something that you can claim for, you can only bring a claim when you suffer an injury due to someone else’s negligence. Negligence being an act or omission that falls short of the standard expected of a reasonable man. Having a genuine accident is not enough and anyone who tells you otherwise is mistaken or misleading you.

There are various ways you can get an estimate on your prospects of success at no financial cost to you. Many towns and cities have free advice clinics set up, though these are diminishing due to funding cuts. A lot of legal firms offer free initial consultations, these consultations are not always there to provide you with Free Advice but rather they exist as a way to assess the prospects of potential claims. Citizens Advice is a national operation which offers fee consultations with the general public on a variety of issues, check online to see if your local branch offer such a service or know a firm locally that will assess your claim at no cost.

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