chunk_id stringlengths 3 7 | chunk stringlengths 0 841 | source_url stringclasses 652
values | title stringclasses 652
values | chunk_idx int64 0 558 | chunk_start_char int64 0 48.7k | chunk_end_char int64 3 48.7k |
|---|---|---|---|---|---|---|
631-10 | You may be in breach of your contract if you don’t give enough notice, or give notice verbally when it should be given in writing. Your employer could take you to court. | 631 | Handing in your notice | 10 | 602 | 771 |
631-11 | Your notice period usually runs from the start of the day after you handed your notice in. | 631 | Handing in your notice | 11 | 772 | 862 |
631-12 | If you change your mind | 631 | Handing in your notice | 12 | 863 | 886 |
631-13 | If you resign in the ‘heat of the moment’ (eg during an argument) and you change your mind, you should tell your employer immediately. They can choose to accept your resignation or not. | 631 | Handing in your notice | 13 | 887 | 1,072 |
631-14 | Get free advice from Acas | 631 | Handing in your notice | 14 | 1,073 | 1,098 |
631-15 | Call the Acas helpline to get advice about handing in your notice and pay rights. | 631 | Handing in your notice | 15 | 1,099 | 1,180 |
631-16 | Payment during your notice period | 631 | Handing in your notice | 16 | 1,181 | 1,214 |
631-17 | You’re entitled to your normal pay rate during your notice period, including when you’re: | 631 | Handing in your notice | 17 | 1,215 | 1,304 |
631-18 | off sick | 631 | Handing in your notice | 18 | 1,305 | 1,313 |
631-19 | on holiday | 631 | Handing in your notice | 19 | 1,314 | 1,324 |
631-20 | temporarily laid off | 631 | Handing in your notice | 20 | 1,325 | 1,345 |
631-21 | on maternity, paternity or adoption leave | 631 | Handing in your notice | 21 | 1,346 | 1,387 |
631-22 | available to work, even if your employer has nothing for you to do | 631 | Handing in your notice | 22 | 1,388 | 1,454 |
631-23 | ‘Payment in lieu’ of notice period | 631 | Handing in your notice | 23 | 1,455 | 1,489 |
631-24 | Your employer can ask you to leave immediately after handing in your notice. | 631 | Handing in your notice | 24 | 1,490 | 1,566 |
631-25 | If they do, they’ll probably offer you a one-off payment instead of allowing you to work out your notice period - called ‘payment in lieu’. | 631 | Handing in your notice | 25 | 1,567 | 1,706 |
631-26 | You can only get payment in lieu if it’s in your contract, or if you agree to it. If you don’t agree to it, you can work out your notice period. | 631 | Handing in your notice | 26 | 1,707 | 1,851 |
631-27 | Disputes over notice pay | 631 | Handing in your notice | 27 | 1,852 | 1,876 |
631-28 | If you can’t resolve a dispute about notice pay with your employer informally, you can follow your company’s grievance procedures. | 631 | Handing in your notice | 28 | 1,877 | 2,007 |
631-29 | If this doesn’t work, you may be able to make a complaint to an employment tribunal for breach of contract. | 631 | Handing in your notice | 29 | 2,008 | 2,115 |
631-30 | Gardening leave | 631 | Handing in your notice | 30 | 2,116 | 2,131 |
631-31 | Your employer may ask you not to come into work, or to work at home or another location during your notice period. This is called ‘gardening leave’. | 631 | Handing in your notice | 31 | 2,132 | 2,280 |
631-32 | You’ll get the same pay and contractual benefits. | 631 | Handing in your notice | 32 | 2,281 | 2,330 |
631-33 | Restrictive covenants | 631 | Handing in your notice | 33 | 2,331 | 2,352 |
631-34 | There may be terms in your contract that says you can’t work for a competitor or have contact with customers for a period of time after you leave the company. | 631 | Handing in your notice | 34 | 2,353 | 2,511 |
631-35 | These are called ‘restrictive covenants’. | 631 | Handing in your notice | 35 | 2,512 | 2,553 |
631-36 | Your company could take you to court if you breach the restrictive covenants in your contract. | 631 | Handing in your notice | 36 | 2,554 | 2,648 |
632-0 | Overview | 632 | Lay-offs and short-time working | 0 | 0 | 8 |
632-1 | Your employer can ask you to stay at home or take unpaid leave if there’s not enough work for you. | 632 | Lay-offs and short-time working | 1 | 9 | 107 |
632-2 | A lay-off is if you’re off work for at least 1 working day. Short-time working is when your hours are cut. | 632 | Lay-offs and short-time working | 2 | 108 | 214 |
632-3 | How long you can be laid off | 632 | Lay-offs and short-time working | 3 | 215 | 243 |
632-4 | There’s no limit for how long you can be laid off or put on short-time. You could apply for redundancy and claim redundancy pay if it’s been: | 632 | Lay-offs and short-time working | 4 | 244 | 385 |
632-5 | 4 weeks in a row | 632 | Lay-offs and short-time working | 5 | 386 | 402 |
632-6 | 6 weeks in a 13-week period | 632 | Lay-offs and short-time working | 6 | 403 | 430 |
632-7 | Lay-off pay entitlement and short-time working payments | 632 | Lay-offs and short-time working | 7 | 431 | 486 |
632-8 | You should get your full pay unless your contract allows unpaid or reduced pay lay-offs. | 632 | Lay-offs and short-time working | 8 | 487 | 575 |
632-9 | If you’re unpaid, you’re entitled to guarantee pay. | 632 | Lay-offs and short-time working | 9 | 576 | 627 |
632-10 | If you’ve been told to take unpaid leave or reduced pay because of Coronavirus (COVID-19), your employer might still be able to pay 80% of your wages. | 632 | Lay-offs and short-time working | 10 | 628 | 778 |
632-11 | Guarantee pay | 632 | Lay-offs and short-time working | 11 | 779 | 792 |
632-12 | Rate and length of statutory lay-off pay | 632 | Lay-offs and short-time working | 12 | 793 | 833 |
632-13 | You’re entitled to guarantee pay during lay off or short-time working. The maximum you can get is £30 a day for 5 days in any 3-month period - so a maximum of £150. | 632 | Lay-offs and short-time working | 13 | 834 | 998 |
632-14 | If you usually earn less than £30 a day you’ll get your normal daily rate. | 632 | Lay-offs and short-time working | 14 | 999 | 1,073 |
632-15 | If you work part-time, your entitlement is worked out proportionally. | 632 | Lay-offs and short-time working | 15 | 1,074 | 1,143 |
632-16 | You cannot claim guarantee pay for any day that you do some work. | 632 | Lay-offs and short-time working | 16 | 1,144 | 1,209 |
632-17 | Eligibility for statutory lay-off pay | 632 | Lay-offs and short-time working | 17 | 1,210 | 1,247 |
632-18 | You must: | 632 | Lay-offs and short-time working | 18 | 1,248 | 1,257 |
632-19 | have been employed continuously for 1 month (includes part-time workers) | 632 | Lay-offs and short-time working | 19 | 1,258 | 1,330 |
632-20 | reasonably make sure you’re available for work | 632 | Lay-offs and short-time working | 20 | 1,331 | 1,377 |
632-21 | not refuse any reasonable alternative work (including work not in your contract) | 632 | Lay-offs and short-time working | 21 | 1,378 | 1,458 |
632-22 | not have been laid off because of industrial action | 632 | Lay-offs and short-time working | 22 | 1,459 | 1,510 |
632-23 | Statutory lay-off pay and your employment contract | 632 | Lay-offs and short-time working | 23 | 1,511 | 1,561 |
632-24 | Your employer may have their own guarantee pay scheme. It cannot be less than the statutory arrangements. If you get your employer’s payments, you do not get statutory lay-off pay on top of this. | 632 | Lay-offs and short-time working | 24 | 1,562 | 1,757 |
632-25 | Not paying guarantee pay counts as an unlawful deduction from your wages - you could make a claim to an employment tribunal. | 632 | Lay-offs and short-time working | 25 | 1,758 | 1,882 |
632-26 | Applying for redundancy | 632 | Lay-offs and short-time working | 26 | 1,883 | 1,906 |
632-27 | You could apply for redundancy and claim redundancy pay if you’ve been laid off without pay or put on short-time and receive less than half a week’s pay for: | 632 | Lay-offs and short-time working | 27 | 1,907 | 2,064 |
632-28 | 4 or more weeks in a row | 632 | Lay-offs and short-time working | 28 | 2,065 | 2,089 |
632-29 | 6 or more weeks in a 13-week period | 632 | Lay-offs and short-time working | 29 | 2,090 | 2,125 |
632-30 | Write to your employer to claim redundancy within 4 weeks of the last day of the lay-off or short-time period. | 632 | Lay-offs and short-time working | 30 | 2,126 | 2,236 |
632-31 | Your employer has 7 days to accept your claim or give you a written counter-notice. | 632 | Lay-offs and short-time working | 31 | 2,237 | 2,320 |
632-32 | If your employer does not give you counter-notice, you can assume they’ve accepted your redundancy claim. | 632 | Lay-offs and short-time working | 32 | 2,321 | 2,426 |
632-33 | A counter-notice means your employer expects work will soon be available - it must start within 4 weeks and must last at least 13 weeks. | 632 | Lay-offs and short-time working | 33 | 2,427 | 2,563 |
632-34 | Your employer can withdraw their counter-notice in writing. | 632 | Lay-offs and short-time working | 34 | 2,564 | 2,623 |
632-35 | Resigning | 632 | Lay-offs and short-time working | 35 | 2,624 | 2,633 |
632-36 | You must resign to get redundancy pay. The timing is crucial - you have 3 weeks to hand in your notice, starting from: | 632 | Lay-offs and short-time working | 36 | 2,634 | 2,752 |
632-37 | 7 days after you gave written notice to your employer (if you did not get a counter-notice) | 632 | Lay-offs and short-time working | 37 | 2,753 | 2,844 |
632-38 | the date your employer withdrew their counter-notice | 632 | Lay-offs and short-time working | 38 | 2,845 | 2,897 |
632-39 | You can get help from Citizens Advice. | 632 | Lay-offs and short-time working | 39 | 2,898 | 2,936 |
632-40 | Extra work or claiming benefits | 632 | Lay-offs and short-time working | 40 | 2,937 | 2,968 |
632-41 | You can take on another job while you’re laid off or on short-time (unless your contract says you must not). | 632 | Lay-offs and short-time working | 41 | 2,969 | 3,077 |
632-42 | You should: | 632 | Lay-offs and short-time working | 42 | 3,078 | 3,089 |
632-43 | get your employer’s agreement | 632 | Lay-offs and short-time working | 43 | 3,090 | 3,119 |
632-44 | make sure you’re not working for a competitor | 632 | Lay-offs and short-time working | 44 | 3,120 | 3,165 |
632-45 | make sure you’re available for your original job once the lay-off or short-time ends | 632 | Lay-offs and short-time working | 45 | 3,166 | 3,250 |
632-46 | Benefits you can claim | 632 | Lay-offs and short-time working | 46 | 3,251 | 3,273 |
632-47 | You might be able to get Universal Credit or ‘new style’ Jobseeker’s Allowance (or both) while you’re laid off or on short-time. | 632 | Lay-offs and short-time working | 47 | 3,274 | 3,402 |
633-0 | Overview | 633 | Raise a grievance at work | 0 | 0 | 8 |
633-1 | If you’re a worker and you’ve tried solving a problem or concern informally by talking to your manager but you’re not satisfied, you can make a formal grievance complaint in writing. | 633 | Raise a grievance at work | 1 | 9 | 191 |
633-2 | Your employer should have a written grievance procedure that tells you what to do and what happens at each stage of the process. After raising the grievance you’ll have a meeting to discuss the issue. | 633 | Raise a grievance at work | 2 | 192 | 392 |
633-3 | You can appeal if you do not agree with your employer’s decision. | 633 | Raise a grievance at work | 3 | 393 | 458 |
633-4 | Read Acas’s guide to discipline and grievances at work. | 633 | Raise a grievance at work | 4 | 459 | 514 |
633-5 | Mediation can also help resolve a problem - this can take place at any time during the dispute. | 633 | Raise a grievance at work | 5 | 515 | 610 |
633-6 | Following the Acas code of practice | 633 | Raise a grievance at work | 6 | 611 | 646 |
633-7 | You and your employer should follow the Acas code of practice on disciplinary and grievance procedures. | 633 | Raise a grievance at work | 7 | 647 | 750 |
633-8 | Otherwise, if you take your claim to an employment tribunal, any compensation you might get could be adjusted by up to 25%. | 633 | Raise a grievance at work | 8 | 751 | 874 |
633-9 | Grievance procedure | 633 | Raise a grievance at work | 9 | 875 | 894 |
633-10 | Your employer should put their grievance procedure in writing and share it with all staff, such as on the company intranet or in the HR manual. | 633 | Raise a grievance at work | 10 | 895 | 1,038 |
633-11 | It should include information about: | 633 | Raise a grievance at work | 11 | 1,039 | 1,075 |
633-12 | how to set out the details of your grievance in writing | 633 | Raise a grievance at work | 12 | 1,076 | 1,131 |
633-13 | who to send your letter to | 633 | Raise a grievance at work | 13 | 1,132 | 1,158 |
633-14 | who to write to if the normal contact person is involved in the grievance | 633 | Raise a grievance at work | 14 | 1,159 | 1,232 |
633-15 | a meeting with your employer to discuss the issue | 633 | Raise a grievance at work | 15 | 1,233 | 1,282 |
633-16 | how to appeal your employer’s decision | 633 | Raise a grievance at work | 16 | 1,283 | 1,321 |
633-17 | how long each stage should take | 633 | Raise a grievance at work | 17 | 1,322 | 1,353 |
633-18 | Mediation | 633 | Raise a grievance at work | 18 | 1,354 | 1,363 |
633-19 | Mediation is when an independent, impartial third party discusses a problem with you and your employer (or between you and another employee) to try and find a solution. It’s often used after informal discussions have not solved the issue. | 633 | Raise a grievance at work | 19 | 1,364 | 1,602 |
633-20 | Mediation is voluntary and confidential. The mediator cannot force you or your employer to accept a solution - both parties must agree on the way to solve the dispute. | 633 | Raise a grievance at work | 20 | 1,603 | 1,770 |
633-21 | It should not be used for problems that have to be formally investigated (such as harassment or discrimination). | 633 | Raise a grievance at work | 21 | 1,771 | 1,883 |
633-22 | Read the Acas guide on mediation for more information. | 633 | Raise a grievance at work | 22 | 1,884 | 1,938 |
633-23 | You can find a mediation service in your area. | 633 | Raise a grievance at work | 23 | 1,939 | 1,985 |
633-24 | Grievance meetings | 633 | Raise a grievance at work | 24 | 1,986 | 2,004 |
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