Employment status and the gig economy
Most of us know the difference between being employed and being self-employed (or at least we think we do). And in everyday laymen’s terms, the difference may seem straightforward and obvious.
Recent case law developments have shown though that it is not always a clear cut issue, particularly because of a third category of employment status – workers.
Katy Wedderburn, partner and Head of Employment Law at MacRoberts LLP, explores the law in relation to employment status, why employment status is important and recent cases in this area. With every case turning on its own facts and the growing body of recent case law finding that “self-employed” people are “workers”; with the legal rights which flow from that, this seminar is an ideal update for trainees and solicitors at all levels.
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Why should I watch?
Learn about:
- Concepts of employee, worker and the self-employed
- The factors which are relevant in deciding whether an individual is an employee, worker or truly self-employed
- Different employment rights which apply depending on employment status
- The impact that recent cases are having on this area of the law
- Whether any changes are likely in this area of the law in the future
Register now
This webinar is relevant to solicitors of all levels, whether you are a trainee or have several years' PQE. A basic understanding of employment law is useful but not essential.
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 | Katy Wedderburn
MacRoberts LLP
Katy Heads the Employment Group at MacRoberts LLP, and is an elected member of the Management Board. She is accredited as a specialist in Employment Law by the Law Society of Scotland. Katy helps businesses and human resources professionals overcome their people challenges, by helping them find solutions. Katy regularly represents clients in the Employment Tribunal; and conducts EAT appeals. She also advises on all aspects of employment law, from dismissal, discrimination and pay, to terms and conditions of employment. She regularly supports clients dealing with whistleblowing or holiday pay claims, or team moves and restrictive covenants, as well as planning senior exit strategies.
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