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As is generally the case each year, 1 October brings a number of changes to employment law.
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Exclusivity clauses in zero-hours contracts prevent the individual from working for another employer even when their main employer does not provide them with work.
Time after time, businesses are faced with (and use themselves) the classic argument in TUPE negotiations: "Of course the employee must transfer under TUPE – he spends more than 50% of his time on the transferring service".
It's now time for businesses to start planning how they are going to deal with Shared Parental Leave, as the legislation comes into force on 1st December 2014.