280:, i.e. one entitling the employee to consider himself no longer bound on the basis of the employer no longer considering itself bound. The employer's repudiatory breach (wrongful dismissal) forces the employee to accept it as he is prevented from earning from the employer and required to mitigate by working for someone else, thus terminating the contract. This does not follow contract law and is an invention by judges, disliked by others, designed to reflect the reality of employment, using the dual fictions that because the right to wages depends on the obligation to work, there is no right to wages if the employer tells the employee not to work (forgetting that the employer is not able to terminate the obligation to work other than in accordance with the contract) and that the employee has accepted the repudiation by not working for the employer even though he is willing and able. Otherwise the employee would be entitled to stay at home at the employer's request yet sue for unpaid wages as a debt.
438:
to do this unilaterally, it may simply trigger a claim that would not otherwise have happened, had it turned a blind eye to the employee making a couple of weeks' wages out of the situation. Due to the disproportionate cost of employment litigations, it is usually sensible for an employer to err on the side of generosity, trying to ensure the parting of ways is amicable rather than showing off how many loopholes can be found. Pensions cannot be deducted. It is possible for a contract to be worded so as to make the pay in lieu of notice a debt, to which the employee is entitled even if he gets a new job the next day.
2725:
539:
constructively dismissed, as well as possibly having a claim for breach of the duty not to destroy the bond of mutual trust, will usually have a claim for wrongful dismissal. As only economic loss can be claimed for breach of contract, the main loss will be earnings due to the lost notice period, as opposed to any disgruntlement about the manner or reason for dismissal, so the constructive nature of the dismissal tends to disappear into the claim for lost notice period.
331:
statutory minima are one week for one month to two years' service then one extra week per year of service from two to twelve years up to a maximum of 12 weeks. The minima will also override contractual provisions if insufficient. Common law notice, used by courts where the contract is silent, depends on the work, seniority, length of service and payment intervals, but not on what the employer can afford; senior specialists can be given six or even up to twelve months.
347:, or pay him in lieu of notice, then the only options are to encourage the use of holiday and offer a compromise agreement to waive his right to sue, in return for the intentional breach of contract. Sometimes the breach turns the termination payment into compensation rather than wages, making it tax-free, so the employee may be only too happy to go along with the ruse.
460:
Breaches of contract by the employer serious enough to create a wrongful dismissal are also a constructive dismissal; wrongful dismissals not caused by insufficient notice would have been caused by another breach, such as of the duty not to destroy the mutual bond of trust, and have included failure
339:
The employee is always entitled to be paid during his employment and the required notice period; they are often also entitled to work. Requiring the employee to spend the time in leisure (i.e. at home, on vacation, etc.) in order to "get them out of the way" can be considered illegal, even though it
330:
The notice period will usually be in the written agreement, otherwise there are statutory minimums but a court can imply a reasonable period and often will if it thinks the employee has been treated shabbily - for example, one week can turn into a month, and one month can turn into three months. The
451:
Wrongful dismissal is the lesser type of unlawful dismissal, costing only what it would have done to keep the employee during the notice period, but it can be slightly dangerous for the employer, due to the potential loss of restrictive covenants and due to the employee being able to start alleging
437:
Because it is a contract claim, the employee has a duty to mitigate his loss by seeking employment, as soon as possible, for as high a wage as possible;so the tribunal or court would deduct earnings from a new job, during the correct notice period from compensation due, but if the employer attempts
409:
To avoid arguments about whether these would have been earned, it may make sense to compromise by paying the usual sort of overtime or bonus the employee would have gotten if working. Courts are astute to employers trying to wriggle out of paying commission with arguments like "it was not triggered
355:
In a tribunal the remedy would be compensation; in court the remedy would be damages but rarely an injunction. An injunction could be awarded to enforce a contractual disciplinary procedure, but because compensation is usually an adequate remedy for premature termination, an injunction is generally
529:
The unfair dismissal claim would, if he is well advised, be in respect of the post-termination period and sue in court for wrongful dismissal in respect of the notice period, thus stretching out the statutory limits by making the unfair dismissal limit only start running from a later date to allow
461:
to inform of pension rights. The employer has no duty to act what would normally be called in good faith, but must not act in bad faith or insufficiently in good faith such that it breaks the mutual bond of trust. The obligation is usually not to do anything bad as opposed to doing something good.
538:
A wrongful dismissal can be actual or constructive, but a constructive dismissal is almost certain to be a wrongful one, since the correct notice will not have been given if the dismissal was caused by a resignation, itself caused by the employer's serious breach of contract. An employee who was
321:
Sometimes an employer can restore such covenants in a compromise agreement by paying a nominal sum of, say, ÂŁ500 for them. The employer cannot circumvent the risk of a summary dismissal turning out to have been unlawful by giving notice, as that would imply the employee's breach of contract was
317:
If an employer dismisses an employee without legally required notice then the employee is usually not bound by restrictive covenants (increasingly though courts treat pay in lieu of notice as curing lack of notice). This means the employer of a senior employee privy to company secrets should be
297:
The last example, trust and confidence, is commonly known as "gross misconduct", but employment law only distinguishes between misconduct that justifies dismissal and misconduct that does not. Conduct entitling the employer to terminate the contract is conduct indicating the employee no longer
530:
perhaps more loss of earnings and ignoring the breach of contract limit by using the court instead of tribunal to deal with wrongful dismissal. The burden of proving double recovery is on the employer and tribunal awards for unfair dismissal can be vague as to what and when they are for.
525:
If the employee had two year's service he could claim unfair dismissal if there was something wrong with the decision to dismiss as opposed to the length of notice. If the wrongfulness was the lack of grounds then is it pretty certain to also be an unfair dismissal.
369:
For the notice period the employer must pay wages (including any anticipated pay rise) and benefits except holiday; for wrongful dismissal, it is only possible to claim for lost earnings and damage to reputation, not for the manner of dismissal.
298:
considers himself bound by it and so is technically accepting the termination caused by the employee. Gross misconduct is really just a vague list of offences that could most easily justify summary dismissal for a first offence.
29:
is usually associated with lack of notice sometimes it can also be caused by arbitrary dismissal where no notice was required but certain grounds were specified in the contract as being the only ones available but none existed.
356:
not available to keep a job going, even in a redundancy situation where the selection process has been circumvented. Action for wrongful dismissal can be brought within 6 years following the breach of an employment contract.
452:
all sorts of breaches of contract, to try to use up the ÂŁ25,000 breach of contract allowance in a tribunal, and if he takes the employer to court instead there is no limit and it could end with significantly high costs.
318:
careful not to unjustifiably summarily dismiss him, or put him on garden leave or pay him in lieu of notice without a contractual provision allowing it, or even miscalculate his notice period making it a day short.
410:
because we dismissed him before pay day". The employer is under a duty to act in good faith, not to exercise discretion spitefully or in bad faith and not to act perversely, irrationally or capriciously.
147:
25:
refers exclusively to dismissal contrary to the contract of employment, which effectively means premature termination, either due to insufficient notice or lack of grounds. Although
522:
A wrongful dismissal can be a fair or unfair dismissal, just as an unfair dismissal may or may not be a wrongful dismissal in terms of whether the correct notice was given.
293:
if the employee conducts himself so as to undermine the trust and confidence such that the employer should no longer be required to retain the employee in his employment.
1868:
54:
305:" but not all wrongful dismissals are unfair dismissals, and dismissal by forcing somebody to resign through serious breach of contract is known as
133:
2799:
485:
loss of earnings caused by stigma of association with a corrupt employer affecting many employees (as opposed to an incident of dishonesty),
1706:
1684:
2610:
2454:
2016:
1136:
159:
2635:
2506:
1952:
1280:
1275:
1270:
1265:
1260:
1250:
517:
47:
243:
2511:
1404:
886:
2794:
2789:
2748:
1923:
1711:
1679:
107:
40:
2733:
175:
119:
2743:
1823:
504:
the employer discovers that the employee was in such serious breach, that he could have been summarily dismissed,
2753:
2516:
1888:
1840:
1111:
1059:
203:
343:
If an employer wants an exiting employee out of the way and does not have the contractual right to put him on
2604:
2496:
1908:
1461:
488:
redundancy pay lost due to being terminated just before they would have qualified for two years' service, and
231:
507:
the contract allowed dismissal without disciplinary procedure, as long as notice was given or paid in lieu.
2685:
1858:
914:
422:
replacement earnings or what the employee should have earned had he bothered to try (failure to mitigate),
2670:
1883:
2599:
2481:
1957:
1414:
1106:
1014:
70:
2763:
2758:
2579:
2253:
2164:
2043:
2768:
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1990:
1947:
1913:
1419:
1409:
1091:
879:
2695:
2574:
2476:
2414:
2226:
1853:
1740:
1674:
1592:
301:
Dismissal for a reason contrary to statute or contrary to a statutory procedure is described as "
2549:
2501:
2471:
2308:
2276:
2266:
2083:
2068:
2048:
1930:
1701:
1696:
976:
548:
476:
loss of earnings for the time it would have taken to follow the correct disciplinary procedure,
306:
2491:
2486:
2424:
2369:
2318:
1940:
1476:
1449:
1121:
1049:
397:
income protection benefit and personal use of company car (usually running cost or hire car).
2559:
2335:
2288:
2108:
2103:
1878:
1873:
1848:
1788:
1632:
1569:
1439:
1354:
1192:
473:
loss of earnings and psychiatrist fees for psychiatric injury caused by wrongful dismissal,
217:
93:
8:
2464:
2459:
2397:
2345:
2063:
2031:
2021:
1903:
1893:
1429:
1424:
1245:
1225:
1146:
1066:
1044:
1024:
872:
179:
2564:
2528:
2392:
2281:
2261:
2134:
2098:
1985:
1967:
1898:
1539:
1399:
1379:
1334:
1235:
1220:
425:
social security actually received or which could have been had he bothered to apply and
277:
261:
123:
26:
2675:
2655:
2387:
2352:
2184:
2078:
2058:
1977:
1830:
1765:
1444:
1394:
1369:
1329:
1324:
1255:
1101:
2645:
2434:
2402:
2362:
2357:
2154:
2144:
1962:
1793:
1750:
1723:
1718:
1577:
1544:
1534:
1384:
1312:
1116:
1054:
1034:
1019:
625:
Barros D'sa v
University Hospital Coventry and Warwickshire NHS Trust EWCA Civ 983
553:
302:
247:
221:
207:
193:
165:
137:
97:
309:
and constructive dismissal is usually a wrongful dismissal due to lack of notice.
2705:
2640:
2449:
2419:
2407:
2271:
2169:
2036:
1374:
1141:
944:
919:
909:
189:
81:
2690:
2439:
2340:
2293:
1995:
1808:
1803:
1798:
1654:
1587:
1344:
1302:
986:
954:
2783:
2665:
2584:
2569:
2554:
2325:
2303:
2209:
2093:
2026:
2000:
1935:
1778:
1735:
1730:
1582:
1466:
1364:
1086:
939:
924:
257:
2700:
2680:
2660:
2650:
2625:
2379:
2214:
2194:
2179:
2149:
2139:
1918:
1773:
1755:
1691:
1669:
1627:
1617:
1519:
1509:
1481:
1212:
1202:
1029:
969:
469:
The employee could allege extra breaches of contract and losses including:
344:
32:
2313:
2236:
2204:
1664:
1612:
1230:
1187:
1162:
1131:
1126:
1081:
1006:
996:
981:
934:
428:
compensation already awarded for unfair dismissal under the same heading.
2523:
2330:
2243:
2221:
2189:
2088:
2073:
2053:
1818:
1783:
1745:
1659:
1622:
1559:
1554:
1549:
1514:
1471:
1456:
1434:
1359:
1197:
1177:
1096:
964:
959:
929:
895:
2710:
2630:
2444:
2129:
1488:
1389:
1349:
1319:
1240:
1076:
1039:
283:
An employer is only entitled to dismiss an employee without notice:
2544:
1607:
1597:
1529:
1524:
1493:
1339:
1294:
1172:
1167:
1071:
949:
688:
M De Luca v
Longbridge International plc 2002 LTL 2 September 2002
2174:
2124:
1863:
1813:
1602:
1307:
991:
841:
Boston Deep Sea
Fishing and Ice Co Ltd v Ansell (1888) 39 ChD 339
823:
Imperial Group
Pension Trust Ltd v Imperial Tobacco Ltd ICR 524
2298:
1646:
1290:
670:
2159:
864:
276:
Wrongful dismissal does not terminate the contract - it is a
2199:
1642:
814:
Scally v
Southern Health and Social Services Board ICR 771
479:
loss of earnings for unpaid sick leave caused by bullying,
1182:
418:
The deductions that can be made from compensation are:
312:
1869:
List of countries by rate of fatal workplace accidents
616:
Clark v
Fahrenheit 451 (Communications) Ltd EAT/591/99
778:
Westwood v
Secretary of State for Employment ICR 209
769:
Secretary of State for
Employment v Stewart IRLR 334
533:
401:
Share options will often be excluded by small print.
340:
may be usually considered a benefit to the employee.
859:
715:
Brand v Compro Computer Services Ltd IDS Brief 754
679:Dunnachie v Kingston upon Hull CC EWCA Civ 84, CA
598:Abrahams v Performing Rights Society Ltd ICR 1028
2781:
511:
571:Boyo v Lambeth London Borough Council ICR 727
880:
589:General Billposting Co Ltd v Atkinson AC 118
48:
850:Bridgen v American Express Bank Ltd IRLR 94
697:Brown v Kigass Aero Components Ltd IRLR 312
62:
742:Manor House Healthcare v Hayes, EAT 1196/99
652:Fosca Services (UK) Ltd v Birkett IRLR 325
322:insufficient to justify summary dismissal.
887:
873:
634:Marsh v National Autistic Society ICR 453
580:Gunton v Richmond upon Thames LBC ICR 755
55:
41:
2611:Comprehensive Employment and Training Act
2455:Job losses caused by the Great Recession
1137:Simultaneous recruiting of new graduates
161:Taylor v Secretary of State for Scotland
2636:Credentialism and educational inflation
446:
148:McClelland v NI General Health Services
2782:
2507:List of countries by unemployment rate
751:Yetton v Eastwoods Froy Ltd 1 WLR 104
733:Midland Bank plc v McCann, EAT 1041/97
724:Horkulak v Cantor Fitzgerald IRLR 765
706:Shove v Downs Surgical plc 1 All ER 7
518:Unfair dismissal in the United Kingdom
134:Société Générale, London Branch v Geys
21:In United Kingdom law, the concept of
2800:Ethically disputed working conditions
868:
394:accrued holiday on unpaid sick leave,
244:Edwards v Chesterfield Royal Hospital
36:
1405:Practice-based professional learning
482:loss of earnings caused by demotion,
313:Employer loses restrictive covenants
1953:Workers' right to access the toilet
787:O'Laoire v Jackel International Ltd
16:Law of employment rights in the UK
13:
832:Gogay v Hertfordshire CC IRLR 703
760:Hardy v Polk (Leeds) Ltd IRLR 420
534:Relation to constructive dismissal
14:
2811:
108:Gunton v Richmond upon Thames LBC
2724:
2723:
2017:Corporate collapses and scandals
334:
325:
176:Horkulak v Cantor Fitzgerald Int
120:Boyo v London Borough of Lambeth
853:
844:
835:
826:
817:
808:
799:
790:
781:
772:
763:
754:
745:
736:
727:
718:
709:
700:
691:
682:
673:
664:
655:
646:
500:Successful defences have been:
359:
2517:Employment-to-population ratio
1889:Occupational health psychology
894:
637:
628:
619:
610:
607:Employment Rights Act 1996 s86
601:
592:
583:
574:
565:
271:
232:Hill v CA Parsons & Co Ltd
204:Eastwood v Magnox Electric plc
1:
2605:Works Progress Administration
2497:Unemployment Convention, 1919
1909:Personal protective equipment
1462:Occupational Outlook Handbook
559:
432:
413:
2686:Psychopathy in the workplace
1859:Human factors and ergonomics
512:Relation to unfair dismissal
385:commission accrued and owed,
7:
2671:Narcissism in the workplace
1884:Occupational exposure limit
805:Gregory v Wallace IRLR 387
542:
495:
464:
455:
373:
350:
290:if the contract says so, or
10:
2816:
2600:Civil Works Administration
2482:Technological unemployment
1958:Workplace health promotion
1415:Professional certification
1112:Personality–job fit theory
661:Addis v Gramophone Co Ltd
643:Clarke v BET plc IRLR 348
515:
404:
71:Employment Rights Act 1996
2795:United Kingdom labour law
2790:Termination of employment
2719:
2618:
2580:Guaranteed minimum income
2537:
2378:
2252:
2165:Organizational commitment
2117:
2009:
1976:
1839:
1764:
1641:
1568:
1502:
1289:
1211:
1155:
1005:
902:
796:Parry v Cleaver AC 1, HL
491:loss of health insurance.
364:
254:
240:
228:
214:
200:
186:
172:
156:
144:
130:
116:
104:
90:
78:
68:
2749:Aspects of organizations
2430:Involuntary unemployment
1991:Equal pay for equal work
1914:Repetitive strain injury
1420:Professional development
1410:Professional association
1092:Letter of recommendation
441:
63:Wrongful dismissal cases
2734:Aspects of corporations
2696:Slow movement (culture)
2575:Employer of last resort
2477:Structural unemployment
2415:Frictional unemployment
1854:Epilepsy and employment
1741:Performance-related pay
1675:National average salary
1593:996 working hour system
2744:Aspects of occupations
2550:Unemployment insurance
2502:Unemployment extension
2472:Reserve army of labour
2277:Constructive dismissal
2084:Sleeping while on duty
2049:Exploitation of labour
1931:Sick building syndrome
1107:Person–environment fit
977:Independent contractor
549:Constructive dismissal
307:constructive dismissal
2754:Aspects of workplaces
2492:Unemployment benefits
2487:Types of unemployment
2425:Graduate unemployment
2319:Letter of resignation
1948:Workers' compensation
1941:Occupational fatality
1450:Vocational university
1050:Employment counsellor
516:Further information:
2560:Job creation program
2336:Mandatory retirement
2289:Employee offboarding
2109:Workplace incivility
2104:Workplace harassment
1879:Occupational disease
1874:Occupational burnout
1789:Disability insurance
1633:Workweek and weekend
1440:Vocational education
1355:Continuing education
1193:Permanent employment
447:Breaches of contract
218:Barber v Somerset CC
94:Johnson v Unisys Ltd
2465:Recession-proof job
2460:Lists of recessions
2398:Economic depression
2346:Retirement planning
2227:Work–life interface
2064:Employee monitoring
2032:Corporate behaviour
2022:Accounting scandals
1904:Occupational stress
1894:Occupational injury
1430:Reflective practice
1425:Professional school
1147:Work-at-home scheme
1067:Induction programme
1045:Employment contract
1025:Business networking
287:in the first month,
2728:See also templates
2565:Job creation index
2529:Youth unemployment
2393:Discouraged worker
2282:Wrongful dismissal
2262:At-will employment
2135:Civil conscription
2099:Workplace bullying
1986:Affirmative action
1968:Workplace wellness
1899:Occupational noise
1540:Long service leave
1400:Overspecialization
1380:Induction training
1335:Career development
378:Benefits include:
278:repudiatory breach
262:wrongful dismissal
27:wrongful dismissal
23:wrongful dismissal
2777:
2776:
2676:Post-work society
2656:Kiss up kick down
2388:Barriers to entry
2353:Severance package
2185:Human trafficking
2079:Sexual harassment
2059:Employee handbook
1978:Equal opportunity
1841:Safety and health
1831:Take-home vehicle
1445:Vocational school
1395:Lifelong learning
1370:Further education
1330:Career counseling
1325:Career assessment
1102:Overqualification
268:
267:
2807:
2764:Critique of work
2759:Corporate titles
2727:
2726:
2646:Evil corporation
2512:Employment rates
2435:Jobless recovery
2403:Great Depression
2363:Golden parachute
2358:Golden handshake
2155:Job satisfaction
2145:Critique of work
1963:Workplace phobia
1794:Health insurance
1751:Wage compression
1719:Progressive wage
1578:35-hour workweek
1545:No call, no show
1535:Leave of absence
1385:Knowledge worker
1313:Master craftsman
1117:Personality hire
1055:Executive search
1035:Curriculum vitae
1020:Background check
889:
882:
875:
866:
865:
860:
857:
851:
848:
842:
839:
833:
830:
824:
821:
815:
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635:
632:
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587:
581:
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572:
569:
554:Unfair dismissal
303:unfair dismissal
162:
57:
50:
43:
34:
33:
2815:
2814:
2810:
2809:
2808:
2806:
2805:
2804:
2780:
2779:
2778:
2773:
2769:Organized labor
2739:Aspects of jobs
2715:
2706:Toxic workplace
2641:Emotional labor
2614:
2538:Public programs
2533:
2450:Great Recession
2420:Full employment
2408:Long Depression
2374:
2272:Banishment room
2248:
2170:Refusal of work
2113:
2037:Corporate crime
2005:
1972:
1835:
1760:
1637:
1564:
1498:
1375:Graduate school
1285:
1207:
1151:
1142:Underemployment
1001:
945:Self-employment
920:Contingent work
910:Academic tenure
903:Classifications
898:
893:
863:
858:
854:
849:
845:
840:
836:
831:
827:
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728:
723:
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367:
362:
353:
337:
328:
315:
274:
269:
264:
250:
236:
224:
210:
196:
190:Reda v Flag Ltd
182:
168:
160:
152:
140:
126:
112:
100:
86:
82:Wilson v Racher
74:
64:
61:
17:
12:
11:
5:
2813:
2803:
2802:
2797:
2792:
2775:
2774:
2772:
2771:
2766:
2761:
2756:
2751:
2746:
2741:
2736:
2730:
2729:
2720:
2717:
2716:
2714:
2713:
2708:
2703:
2698:
2693:
2691:Sunday scaries
2688:
2683:
2678:
2673:
2668:
2663:
2658:
2653:
2648:
2643:
2638:
2633:
2628:
2622:
2620:
2616:
2615:
2608:
2607:
2602:
2597:
2592:
2587:
2582:
2577:
2572:
2567:
2562:
2557:
2552:
2547:
2541:
2539:
2535:
2534:
2532:
2531:
2526:
2521:
2520:
2519:
2514:
2504:
2499:
2494:
2489:
2484:
2479:
2474:
2469:
2468:
2467:
2462:
2457:
2452:
2442:
2440:Phillips curve
2437:
2432:
2427:
2422:
2417:
2412:
2411:
2410:
2405:
2395:
2390:
2384:
2382:
2376:
2375:
2373:
2372:
2367:
2366:
2365:
2360:
2350:
2349:
2348:
2343:
2341:Retirement age
2338:
2328:
2323:
2322:
2321:
2311:
2306:
2301:
2296:
2294:Exit interview
2291:
2286:
2285:
2284:
2279:
2274:
2264:
2258:
2256:
2250:
2249:
2247:
2246:
2241:
2240:
2239:
2234:
2224:
2219:
2218:
2217:
2212:
2207:
2202:
2197:
2192:
2187:
2182:
2172:
2167:
2162:
2157:
2152:
2147:
2142:
2137:
2132:
2127:
2121:
2119:
2115:
2114:
2112:
2111:
2106:
2101:
2096:
2091:
2086:
2081:
2076:
2071:
2066:
2061:
2056:
2051:
2046:
2044:Discrimination
2041:
2040:
2039:
2034:
2029:
2024:
2013:
2011:
2007:
2006:
2004:
2003:
1998:
1996:Gender pay gap
1993:
1988:
1982:
1980:
1974:
1973:
1971:
1970:
1965:
1960:
1955:
1950:
1945:
1944:
1943:
1933:
1928:
1927:
1926:
1916:
1911:
1906:
1901:
1896:
1891:
1886:
1881:
1876:
1871:
1866:
1861:
1856:
1851:
1845:
1843:
1837:
1836:
1834:
1833:
1828:
1827:
1826:
1816:
1811:
1809:Parental leave
1806:
1804:Marriage leave
1801:
1799:Life insurance
1796:
1791:
1786:
1781:
1776:
1770:
1768:
1762:
1761:
1759:
1758:
1753:
1748:
1743:
1738:
1733:
1728:
1727:
1726:
1716:
1715:
1714:
1709:
1704:
1699:
1689:
1688:
1687:
1682:
1672:
1667:
1662:
1657:
1655:Income bracket
1651:
1649:
1639:
1638:
1636:
1635:
1630:
1625:
1620:
1615:
1610:
1605:
1600:
1595:
1590:
1588:Eight-hour day
1585:
1580:
1574:
1572:
1566:
1565:
1563:
1562:
1557:
1552:
1547:
1542:
1537:
1532:
1527:
1522:
1517:
1512:
1506:
1504:
1500:
1499:
1497:
1496:
1491:
1486:
1485:
1484:
1479:
1469:
1464:
1459:
1454:
1453:
1452:
1447:
1442:
1437:
1432:
1427:
1422:
1417:
1412:
1407:
1402:
1397:
1392:
1387:
1382:
1377:
1372:
1367:
1362:
1357:
1347:
1345:Creative class
1342:
1337:
1332:
1327:
1322:
1317:
1316:
1315:
1305:
1303:Apprenticeship
1299:
1297:
1287:
1286:
1284:
1283:
1278:
1273:
1271:Scarlet-collar
1268:
1263:
1258:
1253:
1248:
1243:
1238:
1233:
1228:
1223:
1217:
1215:
1209:
1208:
1206:
1205:
1200:
1195:
1190:
1185:
1180:
1175:
1170:
1165:
1159:
1157:
1153:
1152:
1150:
1149:
1144:
1139:
1134:
1129:
1124:
1119:
1114:
1109:
1104:
1099:
1094:
1089:
1084:
1079:
1074:
1069:
1064:
1063:
1062:
1052:
1047:
1042:
1037:
1032:
1027:
1022:
1017:
1011:
1009:
1003:
1002:
1000:
999:
994:
989:
987:Temporary work
984:
979:
974:
973:
972:
967:
962:
955:Skilled worker
952:
947:
942:
937:
932:
927:
922:
917:
912:
906:
904:
900:
899:
892:
891:
884:
877:
869:
862:
861:
852:
843:
834:
825:
816:
807:
798:
789:
780:
771:
762:
753:
744:
735:
726:
717:
708:
699:
690:
681:
672:
663:
654:
645:
636:
627:
618:
609:
600:
591:
582:
573:
563:
561:
558:
557:
556:
551:
544:
541:
535:
532:
513:
510:
509:
508:
505:
497:
494:
493:
492:
489:
486:
483:
480:
477:
474:
466:
463:
457:
454:
448:
445:
443:
440:
434:
431:
430:
429:
426:
423:
415:
412:
406:
403:
399:
398:
395:
392:
389:
386:
383:
375:
372:
366:
363:
361:
358:
352:
349:
336:
333:
327:
324:
314:
311:
295:
294:
291:
288:
273:
270:
266:
265:
255:
252:
251:
241:
238:
237:
229:
226:
225:
215:
212:
211:
201:
198:
197:
187:
184:
183:
173:
170:
169:
157:
154:
153:
145:
142:
141:
131:
128:
127:
117:
114:
113:
105:
102:
101:
91:
88:
87:
79:
76:
75:
69:
66:
65:
60:
59:
52:
45:
37:
15:
9:
6:
4:
3:
2:
2812:
2801:
2798:
2796:
2793:
2791:
2788:
2787:
2785:
2770:
2767:
2765:
2762:
2760:
2757:
2755:
2752:
2750:
2747:
2745:
2742:
2740:
2737:
2735:
2732:
2731:
2722:
2721:
2718:
2712:
2709:
2707:
2704:
2702:
2699:
2697:
2694:
2692:
2689:
2687:
2684:
2682:
2679:
2677:
2674:
2672:
2669:
2667:
2666:Make-work job
2664:
2662:
2659:
2657:
2654:
2652:
2649:
2647:
2644:
2642:
2639:
2637:
2634:
2632:
2629:
2627:
2624:
2623:
2621:
2617:
2613:
2612:
2606:
2603:
2601:
2598:
2596:
2593:
2591:
2588:
2586:
2585:Right to work
2583:
2581:
2578:
2576:
2573:
2571:
2570:Job guarantee
2568:
2566:
2563:
2561:
2558:
2556:
2555:Make-work job
2553:
2551:
2548:
2546:
2543:
2542:
2540:
2536:
2530:
2527:
2525:
2522:
2518:
2515:
2513:
2510:
2509:
2508:
2505:
2503:
2500:
2498:
2495:
2493:
2490:
2488:
2485:
2483:
2480:
2478:
2475:
2473:
2470:
2466:
2463:
2461:
2458:
2456:
2453:
2451:
2448:
2447:
2446:
2443:
2441:
2438:
2436:
2433:
2431:
2428:
2426:
2423:
2421:
2418:
2416:
2413:
2409:
2406:
2404:
2401:
2400:
2399:
2396:
2394:
2391:
2389:
2386:
2385:
2383:
2381:
2377:
2371:
2368:
2364:
2361:
2359:
2356:
2355:
2354:
2351:
2347:
2344:
2342:
2339:
2337:
2334:
2333:
2332:
2329:
2327:
2326:Restructuring
2324:
2320:
2317:
2316:
2315:
2312:
2310:
2307:
2305:
2304:Notice period
2302:
2300:
2297:
2295:
2292:
2290:
2287:
2283:
2280:
2278:
2275:
2273:
2270:
2269:
2268:
2265:
2263:
2260:
2259:
2257:
2255:
2251:
2245:
2242:
2238:
2235:
2233:
2230:
2229:
2228:
2225:
2223:
2220:
2216:
2213:
2211:
2210:Unfree labour
2208:
2206:
2203:
2201:
2198:
2196:
2193:
2191:
2188:
2186:
2183:
2181:
2180:Bonded labour
2178:
2177:
2176:
2173:
2171:
2168:
2166:
2163:
2161:
2158:
2156:
2153:
2151:
2148:
2146:
2143:
2141:
2138:
2136:
2133:
2131:
2128:
2126:
2123:
2122:
2120:
2116:
2110:
2107:
2105:
2102:
2100:
2097:
2095:
2094:Whistleblower
2092:
2090:
2087:
2085:
2082:
2080:
2077:
2075:
2072:
2070:
2067:
2065:
2062:
2060:
2057:
2055:
2052:
2050:
2047:
2045:
2042:
2038:
2035:
2033:
2030:
2028:
2027:Control fraud
2025:
2023:
2020:
2019:
2018:
2015:
2014:
2012:
2008:
2002:
2001:Glass ceiling
1999:
1997:
1994:
1992:
1989:
1987:
1984:
1983:
1981:
1979:
1975:
1969:
1966:
1964:
1961:
1959:
1956:
1954:
1951:
1949:
1946:
1942:
1939:
1938:
1937:
1936:Work accident
1934:
1932:
1929:
1925:
1924:United States
1922:
1921:
1920:
1917:
1915:
1912:
1910:
1907:
1905:
1902:
1900:
1897:
1895:
1892:
1890:
1887:
1885:
1882:
1880:
1877:
1875:
1872:
1870:
1867:
1865:
1862:
1860:
1857:
1855:
1852:
1850:
1847:
1846:
1844:
1842:
1838:
1832:
1829:
1825:
1824:United States
1822:
1821:
1820:
1817:
1815:
1812:
1810:
1807:
1805:
1802:
1800:
1797:
1795:
1792:
1790:
1787:
1785:
1782:
1780:
1779:Casual Friday
1777:
1775:
1772:
1771:
1769:
1767:
1763:
1757:
1754:
1752:
1749:
1747:
1744:
1742:
1739:
1737:
1736:Paid time off
1734:
1732:
1731:Overtime rate
1729:
1725:
1722:
1721:
1720:
1717:
1713:
1712:United States
1710:
1708:
1705:
1703:
1700:
1698:
1695:
1694:
1693:
1690:
1686:
1683:
1681:
1678:
1677:
1676:
1673:
1671:
1668:
1666:
1663:
1661:
1658:
1656:
1653:
1652:
1650:
1648:
1644:
1640:
1634:
1631:
1629:
1626:
1624:
1621:
1619:
1616:
1614:
1611:
1609:
1606:
1604:
1601:
1599:
1596:
1594:
1591:
1589:
1586:
1584:
1583:Four-day week
1581:
1579:
1576:
1575:
1573:
1571:
1567:
1561:
1558:
1556:
1553:
1551:
1548:
1546:
1543:
1541:
1538:
1536:
1533:
1531:
1528:
1526:
1523:
1521:
1518:
1516:
1513:
1511:
1508:
1507:
1505:
1501:
1495:
1492:
1490:
1487:
1483:
1480:
1478:
1475:
1474:
1473:
1470:
1468:
1467:Practice firm
1465:
1463:
1460:
1458:
1455:
1451:
1448:
1446:
1443:
1441:
1438:
1436:
1433:
1431:
1428:
1426:
1423:
1421:
1418:
1416:
1413:
1411:
1408:
1406:
1403:
1401:
1398:
1396:
1393:
1391:
1388:
1386:
1383:
1381:
1378:
1376:
1373:
1371:
1368:
1366:
1365:Employability
1363:
1361:
1358:
1356:
1353:
1352:
1351:
1348:
1346:
1343:
1341:
1338:
1336:
1333:
1331:
1328:
1326:
1323:
1321:
1318:
1314:
1311:
1310:
1309:
1306:
1304:
1301:
1300:
1298:
1296:
1292:
1288:
1282:
1279:
1277:
1274:
1272:
1269:
1267:
1266:Orange-collar
1264:
1262:
1259:
1257:
1254:
1252:
1249:
1247:
1244:
1242:
1239:
1237:
1234:
1232:
1229:
1227:
1224:
1222:
1219:
1218:
1216:
1214:
1213:Working class
1210:
1204:
1201:
1199:
1196:
1194:
1191:
1189:
1186:
1184:
1181:
1179:
1176:
1174:
1171:
1169:
1166:
1164:
1161:
1160:
1158:
1154:
1148:
1145:
1143:
1140:
1138:
1135:
1133:
1130:
1128:
1125:
1123:
1120:
1118:
1115:
1113:
1110:
1108:
1105:
1103:
1100:
1098:
1095:
1093:
1090:
1088:
1087:Job interview
1085:
1083:
1080:
1078:
1075:
1073:
1070:
1068:
1065:
1061:
1058:
1057:
1056:
1053:
1051:
1048:
1046:
1043:
1041:
1038:
1036:
1033:
1031:
1028:
1026:
1023:
1021:
1018:
1016:
1013:
1012:
1010:
1008:
1004:
998:
995:
993:
990:
988:
985:
983:
980:
978:
975:
971:
968:
966:
963:
961:
958:
957:
956:
953:
951:
948:
946:
943:
941:
940:Part-time job
938:
936:
933:
931:
928:
926:
925:Full-time job
923:
921:
918:
916:
913:
911:
908:
907:
905:
901:
897:
890:
885:
883:
878:
876:
871:
870:
867:
856:
847:
838:
829:
820:
811:
802:
793:
784:
775:
766:
757:
748:
739:
730:
721:
712:
703:
694:
685:
676:
667:
658:
649:
640:
631:
622:
613:
604:
595:
586:
577:
568:
564:
555:
552:
550:
547:
546:
540:
531:
527:
523:
519:
506:
503:
502:
501:
490:
487:
484:
481:
478:
475:
472:
471:
470:
462:
453:
439:
427:
424:
421:
420:
419:
411:
402:
396:
393:
390:
387:
384:
381:
380:
379:
371:
357:
348:
346:
341:
335:Right to work
332:
326:Notice period
323:
319:
310:
308:
304:
299:
292:
289:
286:
285:
284:
281:
279:
263:
259:
258:UK labour law
253:
249:
246:
245:
239:
234:
233:
227:
223:
220:
219:
213:
209:
206:
205:
199:
195:
192:
191:
185:
181:
180:EWCA Civ 1287
178:
177:
171:
167:
164:
163:
155:
150:
149:
143:
139:
136:
135:
129:
125:
122:
121:
115:
110:
109:
103:
99:
96:
95:
89:
84:
83:
77:
72:
67:
58:
53:
51:
46:
44:
39:
38:
35:
31:
28:
24:
19:
2701:Toxic leader
2681:Presenteeism
2661:Labor rights
2651:Going postal
2626:Bullshit job
2609:
2594:
2589:
2380:Unemployment
2232:Downshifting
2215:Wage slavery
2195:Penal labour
2150:Dead-end job
2140:Conscription
1919:Right to sit
1774:Annual leave
1756:Working poor
1692:Minimum wage
1670:Maximum wage
1628:Working time
1618:Six-hour day
1520:Career break
1482:Professional
1276:Black-collar
1246:White-collar
1226:Green-collar
1203:Volunteering
1040:Drug testing
1030:Cover letter
970:Tradesperson
855:
846:
837:
828:
819:
810:
801:
792:
783:
774:
765:
756:
747:
738:
729:
720:
711:
702:
693:
684:
675:
666:
657:
648:
639:
630:
621:
612:
603:
594:
585:
576:
567:
537:
528:
524:
521:
499:
468:
459:
450:
436:
417:
408:
400:
377:
368:
360:Compensation
354:
345:garden leave
342:
338:
329:
320:
316:
300:
296:
282:
275:
242:
230:
216:
202:
188:
174:
158:
146:
132:
118:
106:
92:
80:
22:
20:
18:
2590:Historical:
2314:Resignation
2254:Termination
2237:Slow living
2205:Truck wages
2190:Labour camp
2118:Willingness
2010:Infractions
1665:Living wage
1613:Remote work
1281:Gold-collar
1236:Pink-collar
1231:Grey-collar
1221:Blue-collar
1188:Labour hire
1163:Cooperative
1127:Recruitment
1082:Job hunting
1015:Application
997:Wage labour
982:Labour hire
935:Job sharing
272:Definitions
124:EWCA Civ 28
2784:Categories
2524:Wage curve
2331:Retirement
2244:Workaholic
2222:Work ethic
2089:Wage theft
2074:Labour law
2069:Evaluation
2054:Dress code
1819:Sick leave
1784:Child care
1746:Salary cap
1660:Income tax
1623:Shift work
1560:Time clock
1555:Sick leave
1550:Sabbatical
1515:Break room
1503:Attendance
1472:Profession
1457:Mentorship
1435:Retraining
1360:E-learning
1256:New-collar
1251:Red-collar
1198:Supervisor
1178:Internship
1097:Onboarding
965:Technician
960:Journeyman
930:Gig worker
896:Employment
560:References
433:Mitigation
414:Deductions
2711:Workhouse
2631:Busy work
2445:Recession
2309:Pink slip
2267:Dismissal
2130:Careerism
1724:Singapore
1702:Hong Kong
1570:Schedules
1489:Tradesman
1390:Licensure
1350:Education
1320:Avocation
1261:No-collar
1241:Precariat
1122:Probation
1077:Job fraud
391:overtime,
151:1 WLR 594
2619:See also
2545:Workfare
2370:Turnover
1766:Benefits
1647:salaries
1608:Overtime
1598:Flextime
1530:Gap year
1525:Furlough
1494:Vocation
1477:Operator
1340:Coaching
1295:training
1173:Employer
1168:Employee
1072:Job fair
950:Side job
543:See also
496:Defences
456:Examples
382:pension,
374:Benefits
351:Remedies
2595:U.S.A.:
2200:Peonage
2175:Slavery
2125:Boreout
1864:Karoshi
1814:Pension
1603:On-call
1308:Artisan
992:Laborer
405:Bonuses
248:UKSC 58
222:UKHL 13
208:UKHL 35
194:UKPC 38
166:UKHL 28
138:UKSC 63
111:ICR 755
98:UKHL 13
85:ICR 428
2299:Layoff
1849:Crunch
1707:Europe
1697:Canada
1685:Europe
1291:Career
1132:Résumé
1007:Hiring
915:Casual
465:Losses
388:bonus,
365:Losses
235:Ch 305
2160:McJob
1680:World
1643:Wages
1510:Break
1156:Roles
442:Risks
1645:and
1293:and
1060:list
260:and
256:see
73:s 86
1183:Job
2786::
888:e
881:t
874:v
56:e
49:t
42:v
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