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I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

We respect your privacy and want news to be relevant. To either, click here or update your preferences by emailing us at info@ts-p.co.uk. Your personal data shall be treated in accordance with our & .

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By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

  • Overview

    In this month’s Workplace Law we discuss the temporary change in the law regarding statutory sick pay (SSP) which now means that self-certification for sick leave (providing evidence of illness) has been extended from 7 days to 28 days. We look at the rising cases of the Omicron variant and how employers can prepare, and we also have 'part two' of our two part series relating to restrictive covenants. 

    Temporary change self-certification of sickness

    A change in the law regarding statutory sick pay (SSP) now means that self-certification for sick leave (providing evidence of illness) has been extended from 7 days to 28 days. Previously, employees who are eligible to receive SSP are not normally required to provide medical evidence to their employer to support their absence for the first seven days of absence.

    Read more

    Omicron; how employers can prepare

    If you had asked people in March 2020 whether we would still be battling the pandemic nearly 2 years later, most people would look at you in a state of shock; but here we are. At the time of writing, the number of cases in the UK of the new coronavirus variant, Omicron, had reached over 45,000.

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    Restrictive covenants in employment contracts – part two

    In part one of our two part series on restrictive covenants last month we considered what a restrictive covenant is and some of the factors that a court will take into account when considering whether a restrictive covenant can be enforced or not

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  • Related Services

    Employment advice for employees

    Our employment solicitors give straightforward legal advice, find proactive solutions and achieve quick results

    Employment

    We act for businesses of all shapes and sizes and in many different sectors. Our advice covers all aspects of the employment relationship, helping to settle disputes, defending employment tribunal claims and providing immigration compliance audits.

    COVID-19: Understanding what Coronavirus means for your business

    Companies across the UK and globally are now considering how they can mitigate the impact of the Coronavirus (COVID-19).

Newsletter sign up

I would like to receive newsletters, event invitations and publications from Thomson Snell & Passmore by email on the following topics (tick all those that apply) and consent for my data to be processed for this purpose.

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Get In Touch

By submitting an enquiry through 'get in touch' your data will only be used to contact you regarding your enquiry. If you would like to receive newsletters from Thomson Snell & Passmore please use the separate form below.

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