Leeanne has extensive experience advising a range of regional, national, and international employer clients on various contentious and non-contentious employment law issues. She is dual qualified and practises in both Northern Ireland and England & Wales.
She assists HR, management, and in-house legal teams with a range of day-to-day employee relations issues, such as poor performance, ill health, disciplinary matters, and grievances. She also provides advice and guidance to clients on redundancy exercises, contract and policy reviews, senior employee exits, and the transfer of employees under TUPE.
The terms ‘flexible’ and ‘agile’ working are often used interchangeably. Generally, they are used to describe an atypical way of working beyond the traditional desk-based 9-5 model. However, agile working and formal flexible working are quite different from a legal and contractual perspective.
Some employers may currently operate informal agile working arrangements within specific teams or across their business which allow employees to work from home on an ad hoc basis. This might provide flexibility to allow teams to work entirely or partially from home (or elsewhere). It can also include the operation of core working hours and compressed working hours.
Through the promotion of agile working, the focus should shift from time and attendance to a working culture that
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