Symfony Profiler

[
  "faqs" => [
    App\Entity\FAQ {#3029
      -id: 4
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "My employee is underperforming!  What can I do?"
      -content: "<p>Don’t jump straight to dismissal – it’s important to follow the right procedure. &nbsp;Document the issues, give them the necessary feedback and support, set clear and measurable targets, and offer training, if it would help. &nbsp;If things don’t improve, you’ll have to go down a formal performance management/capability route (often referred to as a PIP) which, after a series of staged warnings, could ultimately result in their dismissal (with notice).&nbsp;<br></p>"
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1755865604 {#3032
        date: 2025-08-22 13:26:44.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1755865604 {#3031
        date: 2025-08-22 13:26:44.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3055
      -id: 13
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "What’s the difference between an employer, a worker, and a contractor?"
      -content: """
        <p>There are significant differences between these three employment categories.&nbsp;</p>\r\n
        <p><strong>Employees</strong> work under a contract of employment, must do the work personally, and have full employment rights such as protection against unfair dismissal, the right to redundancy pay, sick pay and holiday pay.</p>\r\n
        <p><strong>Workers</strong> generally have to perform the work for their employer themselves, but usually on a more casual or flexible basis.&nbsp; Workers will still have key employment rights such as holiday pay, sick pay and the minimum wage, but they don’t generally have the right to claim unfair dismissal or to receive redundancy pay.&nbsp;</p>\r\n
        <p><strong>Contractors</strong> (who are genuinely self-employed) decide how, where and when to work, should have the right to send a substitute, will usually invoice their “client” for work completed, and don’t have the same rights as employees.&nbsp;</p>\r\n
        <p>It can be very costly for employers if they get this wrong.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208062 {#3053
        date: 2025-08-26 12:34:22.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208062 {#3054
        date: 2025-08-26 12:34:22.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3058
      -id: 14
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "One of my staff keeps pulling sickies – what can we do?"
      -content: """
        <p>There are different processes to follow depending on whether the absence is genuine or if you believe that the employee might be falsely claiming to be sick to take time off work.</p>\r\n
        <p>You should check your absence management policy for guidance on how to manage the process, but usually this would be done at a formal disciplinary or capability hearing, depending on the circumstances.&nbsp; In some cases, you might be expected to get medical evidence, such as an Occupational Health, GP or hospital report.&nbsp; &nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208107 {#3056
        date: 2025-08-26 12:35:07.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208107 {#3057
        date: 2025-08-26 12:35:07.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3061
      -id: 15
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Our employee has breached his restrictive covenants and is working for a competitor – what can we do?"
      -content: """
        <p>Post-termination restrictive covenants are a restraint of trade and will generally be unlawful, unless the covenants go no further than is reasonably necessary to protect your legitimate business interests.&nbsp;</p>\r\n
        <p>When it comes to non-competition clauses, their enforceability will depend on factors such as the length of time they’re in place, the level of seniority of the employee, and any geographical restrictions placed upon them.</p>\r\n
        <p>There is always the option to go to court to enforce them – whether that’s claiming damages, or an injunction to prevent any further financial damage to your business.&nbsp;<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208134 {#3059
        date: 2025-08-26 12:35:34.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208134 {#3060
        date: 2025-08-26 12:35:34.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3064
      -id: 16
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Can I refuse to agree to a flexible working request?"
      -content: """
        <p>Yes, but only for one of the eight statutory reasons for rejection – which can be excessive costs, an inability to meet customer demand, workloads or quality standards, an insufficiency of work during the proposed work times, or a planned restructure within the business that could impact on the request.&nbsp;</p>\r\n
        <p>You must ensure that you treat the request fairly, meet with the employee to discuss the request, and provide a final response to it within 8 weeks.<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208160 {#3062
        date: 2025-08-26 12:36:00.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208160 {#3063
        date: 2025-08-26 12:36:00.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3067
      -id: 17
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "My employee resigned without giving notice – is there anything I can do?"
      -content: """
        <p>An employee’s notice period should be outlined in their contract of employment, but if not, one will be implied.&nbsp; Only employees with less than one month’s service are able to give no notice before leaving – unless you fundamentally breached their contract, which could give them the right to accept your breach and treat the contract as at an end, with no requirement for them to work their notice period.&nbsp;</p>\r\n
        <p>If you haven’t breached their contract, then you don’t have to pay them for their notice period, and whilst you have the theoretical right to sue them for any losses you suffer as a result of their breach, the reality is that this rarely makes commercial sense.&nbsp;<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208188 {#3065
        date: 2025-08-26 12:36:28.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208188 {#3066
        date: 2025-08-26 12:36:28.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3070
      -id: 18
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Can I change my employees’ working hours or pay?"
      -content: """
        <p>Both of these are fundamental terms of a contract of employment, which cannot usually be unilaterally varied without the employee’s consent.&nbsp;</p>\r\n
        <p>That means that, unless your employees voluntarily agree to the change, you’ll need to demonstrate a sound business reason for changing their terms and undergo a full consultation process.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208216 {#3068
        date: 2025-08-26 12:36:56.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208216 {#3069
        date: 2025-08-26 12:36:56.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3073
      -id: 19
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Can I monitor my employees’ emails, Teams chats, or internet use?"
      -content: """
        <p>Yes, but not covertly. &nbsp;You need a clear policy, a legitimate reason for doing so (like preventing misuse), and to ensure that you comply with the terms of the GDPR and Data Protection Act 2018, as well as any data protection policies you have in place.</p>\r\n
        <p>It’s also usually worth having an IT & Communications Systems Policy and Social Media Policy, so your employees clearly understand the required standards for use of your computer systems.<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208241 {#3071
        date: 2025-08-26 12:37:21.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208241 {#3072
        date: 2025-08-26 12:37:21.0 Europe/London (+01:00)
      }
      -locale: null
    }
  ]
]

App\Twig\Components\FAQsList {#3750
  +faqs: [
    App\Entity\FAQ {#3029
      -id: 4
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "My employee is underperforming!  What can I do?"
      -content: "<p>Don’t jump straight to dismissal – it’s important to follow the right procedure. &nbsp;Document the issues, give them the necessary feedback and support, set clear and measurable targets, and offer training, if it would help. &nbsp;If things don’t improve, you’ll have to go down a formal performance management/capability route (often referred to as a PIP) which, after a series of staged warnings, could ultimately result in their dismissal (with notice).&nbsp;<br></p>"
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1755865604 {#3032
        date: 2025-08-22 13:26:44.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1755865604 {#3031
        date: 2025-08-22 13:26:44.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3055
      -id: 13
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "What’s the difference between an employer, a worker, and a contractor?"
      -content: """
        <p>There are significant differences between these three employment categories.&nbsp;</p>\r\n
        <p><strong>Employees</strong> work under a contract of employment, must do the work personally, and have full employment rights such as protection against unfair dismissal, the right to redundancy pay, sick pay and holiday pay.</p>\r\n
        <p><strong>Workers</strong> generally have to perform the work for their employer themselves, but usually on a more casual or flexible basis.&nbsp; Workers will still have key employment rights such as holiday pay, sick pay and the minimum wage, but they don’t generally have the right to claim unfair dismissal or to receive redundancy pay.&nbsp;</p>\r\n
        <p><strong>Contractors</strong> (who are genuinely self-employed) decide how, where and when to work, should have the right to send a substitute, will usually invoice their “client” for work completed, and don’t have the same rights as employees.&nbsp;</p>\r\n
        <p>It can be very costly for employers if they get this wrong.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208062 {#3053
        date: 2025-08-26 12:34:22.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208062 {#3054
        date: 2025-08-26 12:34:22.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3058
      -id: 14
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "One of my staff keeps pulling sickies – what can we do?"
      -content: """
        <p>There are different processes to follow depending on whether the absence is genuine or if you believe that the employee might be falsely claiming to be sick to take time off work.</p>\r\n
        <p>You should check your absence management policy for guidance on how to manage the process, but usually this would be done at a formal disciplinary or capability hearing, depending on the circumstances.&nbsp; In some cases, you might be expected to get medical evidence, such as an Occupational Health, GP or hospital report.&nbsp; &nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208107 {#3056
        date: 2025-08-26 12:35:07.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208107 {#3057
        date: 2025-08-26 12:35:07.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3061
      -id: 15
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Our employee has breached his restrictive covenants and is working for a competitor – what can we do?"
      -content: """
        <p>Post-termination restrictive covenants are a restraint of trade and will generally be unlawful, unless the covenants go no further than is reasonably necessary to protect your legitimate business interests.&nbsp;</p>\r\n
        <p>When it comes to non-competition clauses, their enforceability will depend on factors such as the length of time they’re in place, the level of seniority of the employee, and any geographical restrictions placed upon them.</p>\r\n
        <p>There is always the option to go to court to enforce them – whether that’s claiming damages, or an injunction to prevent any further financial damage to your business.&nbsp;<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208134 {#3059
        date: 2025-08-26 12:35:34.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208134 {#3060
        date: 2025-08-26 12:35:34.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3064
      -id: 16
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Can I refuse to agree to a flexible working request?"
      -content: """
        <p>Yes, but only for one of the eight statutory reasons for rejection – which can be excessive costs, an inability to meet customer demand, workloads or quality standards, an insufficiency of work during the proposed work times, or a planned restructure within the business that could impact on the request.&nbsp;</p>\r\n
        <p>You must ensure that you treat the request fairly, meet with the employee to discuss the request, and provide a final response to it within 8 weeks.<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208160 {#3062
        date: 2025-08-26 12:36:00.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208160 {#3063
        date: 2025-08-26 12:36:00.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3067
      -id: 17
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "My employee resigned without giving notice – is there anything I can do?"
      -content: """
        <p>An employee’s notice period should be outlined in their contract of employment, but if not, one will be implied.&nbsp; Only employees with less than one month’s service are able to give no notice before leaving – unless you fundamentally breached their contract, which could give them the right to accept your breach and treat the contract as at an end, with no requirement for them to work their notice period.&nbsp;</p>\r\n
        <p>If you haven’t breached their contract, then you don’t have to pay them for their notice period, and whilst you have the theoretical right to sue them for any losses you suffer as a result of their breach, the reality is that this rarely makes commercial sense.&nbsp;<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208188 {#3065
        date: 2025-08-26 12:36:28.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208188 {#3066
        date: 2025-08-26 12:36:28.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3070
      -id: 18
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Can I change my employees’ working hours or pay?"
      -content: """
        <p>Both of these are fundamental terms of a contract of employment, which cannot usually be unilaterally varied without the employee’s consent.&nbsp;</p>\r\n
        <p>That means that, unless your employees voluntarily agree to the change, you’ll need to demonstrate a sound business reason for changing their terms and undergo a full consultation process.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208216 {#3068
        date: 2025-08-26 12:36:56.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208216 {#3069
        date: 2025-08-26 12:36:56.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3073
      -id: 19
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3049 …}
      -title: "Can I monitor my employees’ emails, Teams chats, or internet use?"
      -content: """
        <p>Yes, but not covertly. &nbsp;You need a clear policy, a legitimate reason for doing so (like preventing misuse), and to ensure that you comply with the terms of the GDPR and Data Protection Act 2018, as well as any data protection policies you have in place.</p>\r\n
        <p>It’s also usually worth having an IT & Communications Systems Policy and Social Media Policy, so your employees clearly understand the required standards for use of your computer systems.<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756208241 {#3071
        date: 2025-08-26 12:37:21.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756208241 {#3072
        date: 2025-08-26 12:37:21.0 Europe/London (+01:00)
      }
      -locale: null
    }
  ]
}

[
  "faqs" => [
    App\Entity\FAQ {#2944
      -id: 3
      -featured: true
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Is this contract even legal?"
      -content: """
        <p>Contracts and policies need to meet legal minimums &mdash; and to contain fair and reasonable clauses. If they don’t, they can be challenged.</p>\r\n
        <p>Send us your documents and we’ll keep you compliant.</p>
        """
      #sortOrder: 0
      #active: true
      #deleted: false
      #createdAt: DateTime @1743691196 {#3074
        date: 2025-04-03 15:39:56.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1755865725 {#3015
        date: 2025-08-22 13:28:45.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3084
      -id: 5
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Can my boss really just sack me on the spot?"
      -content: """
        <p>Not usually. Unless you’ve done something seriously wrong (along the lines of theft, fraud, or serious violence, which could amount to gross misconduct), then most employers will need to follow a fair process. &nbsp;If they don’t, you could have a claim for unfair dismissal.</p>\r\n
        <p>If you have less than two years’ service, sometimes employers elect to bypass the usual disciplinary procedures – but you’d usually still be entitled to receive your usual notice, or pay in lieu, along with any accrued but untaken holiday pay.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207598 {#3082
        date: 2025-08-26 12:26:38.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207598 {#3083
        date: 2025-08-26 12:26:38.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3087
      -id: 6
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "How long do I need to have been employed to bring an unfair dismissal claim?"
      -content: """
        <p>You’ll usually need at least two years’ service to bring a standard unfair dismissal claim.&nbsp; The exception to the rule is if you were dismissed for a discriminatory reason (related to a protected characteristic under the Equality Act 2010, such as age, sex, race, or disability), after making a qualifying whistleblowing disclosure, or after asserting a relevant statutory right (such as the right to rest breaks or to receive the minimum wage).&nbsp;</p>\r\n
        <p>However, the government is intending to bring in new employment rights from 2026, which may enable claims to be brought from as early as only six months in employment.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207638 {#3085
        date: 2025-08-26 12:27:18.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207638 {#3086
        date: 2025-08-26 12:27:18.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3090
      -id: 7
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "My employer hasn’t given me a contract of employment – what can I do?"
      -content: """
        <p>All employees are entitled to receive a Section 1 Statement of Employment Particulars on or before their first day in employment.&nbsp; Usually, this is in the form of a contract of employment, and it has to contain certain key information such as the start date, rate of pay, holiday allowance, working hours and notice periods.&nbsp;</p>\r\n
        <p>There’s no standalone claim which can be brought for a failure to provide a contract, but if you bring another successful claim (such as unfair dismissal), then an Employment Tribunal has the power to award 2 or 4 weeks’ gross pay for a failure to provide a written statement of employment particulars.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207684 {#3088
        date: 2025-08-26 12:28:04.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207684 {#3089
        date: 2025-08-26 12:28:04.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3093
      -id: 8
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "What is a Settlement Agreement, and how can I get one?"
      -content: """
        <p>Previously called Compromise Agreements, a Settlement Agreement is a legally binding document between an employer and employee, which (once signed by the parties) means that an employee is waiving their legal right to bring any claims against their employer, in return for an agreed sum of money.&nbsp;</p>\r\n
        <p>Either you or your employer can request a Settlement Agreement in a protected conversation if one or both of you want your employment to end.</p>\r\n
        <p>It’s a legal requirement to take independent legal advice on a Settlement Agreement in order to make it legally binding, and an employer is generally expected to contribute a minimum of £400 plus VAT towards the cost of your advice.<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207728 {#3091
        date: 2025-08-26 12:28:48.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207728 {#3092
        date: 2025-08-26 12:28:48.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3096
      -id: 9
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Is it free to bring an Employment Tribunal claim?"
      -content: """
        <p>Whilst there were previously fees involved in bringing (and in some circumstances, defending) a claim, it is currently free for employees to bring an Employment Tribunal claim.&nbsp; Neither employees (Claimants) nor employers (Respondents) are required to have a legal representative, and you will only be awarded to pay your opposition’s legal costs in very rare circumstances, and where the Employment Tribunal believes that you have behaved exceptionally unreasonably.&nbsp;&nbsp;</p>\r\n
        <p>You might also have legal expenses insurance attached to your home contents insurance policy, which could cover the cost of your legal representation.&nbsp;</p>\r\n
        <p>We may also be able to take your case on a No Win, No Fee basis.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207789 {#3094
        date: 2025-08-26 12:29:49.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207789 {#3095
        date: 2025-08-26 12:29:49.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3099
      -id: 10
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "I’m pregnant – can I still be dismissed?"
      -content: """
        <p>Yes. The only exception is if you’re dismissed because of your pregnancy, or something related to it, such as pregnancy-related illness.&nbsp;</p>\r\n
        <p>It’s also a common misconception that an employer is not able to make an employee redundant who is pregnant or on maternity leave.&nbsp; You do have some additional protection, but there’s nothing stopping an employer from dismissing a pregnant employee for any reason that does not relate to pregnancy.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207836 {#3097
        date: 2025-08-26 12:30:36.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207836 {#3098
        date: 2025-08-26 12:30:36.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3102
      -id: 11
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Can my employer give me a bad reference?"
      -content: "Yes – as long as it’s true.  Any reference that an employer provides has to be factual and accurate, and must not be unfair or misleading."
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207905 {#3100
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      }
      #updatedAt: DateTime @1756207905 {#3101
        date: 2025-08-26 12:31:45.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3105
      -id: 12
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Do I still get paid if my workplace closes due to bad weather?"
      -content: """
        <p>Yes, as long as you are ready, willing and able to work. &nbsp;If your employer chooses to close the office due to inclement weather, you’re usually entitled to be paid, unless your contract says otherwise.&nbsp; You might, for example, be expected to work remotely from home.&nbsp;</p>\r\n
        <p>If you took annual leave on that day, though, so you wouldn’t have to fight your way through the weather to get into work, you won’t usually be entitled to reclaim your holiday.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207965 {#3103
        date: 2025-08-26 12:32:45.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207965 {#3104
        date: 2025-08-26 12:32:45.0 Europe/London (+01:00)
      }
      -locale: null
    }
  ]
]

App\Twig\Components\FAQsList {#3508
  +faqs: [
    App\Entity\FAQ {#2944
      -id: 3
      -featured: true
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Is this contract even legal?"
      -content: """
        <p>Contracts and policies need to meet legal minimums &mdash; and to contain fair and reasonable clauses. If they don’t, they can be challenged.</p>\r\n
        <p>Send us your documents and we’ll keep you compliant.</p>
        """
      #sortOrder: 0
      #active: true
      #deleted: false
      #createdAt: DateTime @1743691196 {#3074
        date: 2025-04-03 15:39:56.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1755865725 {#3015
        date: 2025-08-22 13:28:45.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3084
      -id: 5
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Can my boss really just sack me on the spot?"
      -content: """
        <p>Not usually. Unless you’ve done something seriously wrong (along the lines of theft, fraud, or serious violence, which could amount to gross misconduct), then most employers will need to follow a fair process. &nbsp;If they don’t, you could have a claim for unfair dismissal.</p>\r\n
        <p>If you have less than two years’ service, sometimes employers elect to bypass the usual disciplinary procedures – but you’d usually still be entitled to receive your usual notice, or pay in lieu, along with any accrued but untaken holiday pay.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207598 {#3082
        date: 2025-08-26 12:26:38.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207598 {#3083
        date: 2025-08-26 12:26:38.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3087
      -id: 6
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "How long do I need to have been employed to bring an unfair dismissal claim?"
      -content: """
        <p>You’ll usually need at least two years’ service to bring a standard unfair dismissal claim.&nbsp; The exception to the rule is if you were dismissed for a discriminatory reason (related to a protected characteristic under the Equality Act 2010, such as age, sex, race, or disability), after making a qualifying whistleblowing disclosure, or after asserting a relevant statutory right (such as the right to rest breaks or to receive the minimum wage).&nbsp;</p>\r\n
        <p>However, the government is intending to bring in new employment rights from 2026, which may enable claims to be brought from as early as only six months in employment.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207638 {#3085
        date: 2025-08-26 12:27:18.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207638 {#3086
        date: 2025-08-26 12:27:18.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3090
      -id: 7
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "My employer hasn’t given me a contract of employment – what can I do?"
      -content: """
        <p>All employees are entitled to receive a Section 1 Statement of Employment Particulars on or before their first day in employment.&nbsp; Usually, this is in the form of a contract of employment, and it has to contain certain key information such as the start date, rate of pay, holiday allowance, working hours and notice periods.&nbsp;</p>\r\n
        <p>There’s no standalone claim which can be brought for a failure to provide a contract, but if you bring another successful claim (such as unfair dismissal), then an Employment Tribunal has the power to award 2 or 4 weeks’ gross pay for a failure to provide a written statement of employment particulars.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207684 {#3088
        date: 2025-08-26 12:28:04.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207684 {#3089
        date: 2025-08-26 12:28:04.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3093
      -id: 8
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "What is a Settlement Agreement, and how can I get one?"
      -content: """
        <p>Previously called Compromise Agreements, a Settlement Agreement is a legally binding document between an employer and employee, which (once signed by the parties) means that an employee is waiving their legal right to bring any claims against their employer, in return for an agreed sum of money.&nbsp;</p>\r\n
        <p>Either you or your employer can request a Settlement Agreement in a protected conversation if one or both of you want your employment to end.</p>\r\n
        <p>It’s a legal requirement to take independent legal advice on a Settlement Agreement in order to make it legally binding, and an employer is generally expected to contribute a minimum of £400 plus VAT towards the cost of your advice.<br></p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207728 {#3091
        date: 2025-08-26 12:28:48.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207728 {#3092
        date: 2025-08-26 12:28:48.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3096
      -id: 9
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Is it free to bring an Employment Tribunal claim?"
      -content: """
        <p>Whilst there were previously fees involved in bringing (and in some circumstances, defending) a claim, it is currently free for employees to bring an Employment Tribunal claim.&nbsp; Neither employees (Claimants) nor employers (Respondents) are required to have a legal representative, and you will only be awarded to pay your opposition’s legal costs in very rare circumstances, and where the Employment Tribunal believes that you have behaved exceptionally unreasonably.&nbsp;&nbsp;</p>\r\n
        <p>You might also have legal expenses insurance attached to your home contents insurance policy, which could cover the cost of your legal representation.&nbsp;</p>\r\n
        <p>We may also be able to take your case on a No Win, No Fee basis.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207789 {#3094
        date: 2025-08-26 12:29:49.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207789 {#3095
        date: 2025-08-26 12:29:49.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3099
      -id: 10
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "I’m pregnant – can I still be dismissed?"
      -content: """
        <p>Yes. The only exception is if you’re dismissed because of your pregnancy, or something related to it, such as pregnancy-related illness.&nbsp;</p>\r\n
        <p>It’s also a common misconception that an employer is not able to make an employee redundant who is pregnant or on maternity leave.&nbsp; You do have some additional protection, but there’s nothing stopping an employer from dismissing a pregnant employee for any reason that does not relate to pregnancy.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207836 {#3097
        date: 2025-08-26 12:30:36.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207836 {#3098
        date: 2025-08-26 12:30:36.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3102
      -id: 11
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Can my employer give me a bad reference?"
      -content: "Yes – as long as it’s true.  Any reference that an employer provides has to be factual and accurate, and must not be unfair or misleading."
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207905 {#3100
        date: 2025-08-26 12:31:45.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207905 {#3101
        date: 2025-08-26 12:31:45.0 Europe/London (+01:00)
      }
      -locale: null
    }
    App\Entity\FAQ {#3105
      -id: 12
      -featured: false
      -serviceCategory: Proxies\__CG__\App\Entity\ServiceCategory {#3080 …}
      -title: "Do I still get paid if my workplace closes due to bad weather?"
      -content: """
        <p>Yes, as long as you are ready, willing and able to work. &nbsp;If your employer chooses to close the office due to inclement weather, you’re usually entitled to be paid, unless your contract says otherwise.&nbsp; You might, for example, be expected to work remotely from home.&nbsp;</p>\r\n
        <p>If you took annual leave on that day, though, so you wouldn’t have to fight your way through the weather to get into work, you won’t usually be entitled to reclaim your holiday.&nbsp;\r\n
        </p>
        """
      #sortOrder: 999
      #active: true
      #deleted: false
      #createdAt: DateTime @1756207965 {#3103
        date: 2025-08-26 12:32:45.0 Europe/London (+01:00)
      }
      #updatedAt: DateTime @1756207965 {#3104
        date: 2025-08-26 12:32:45.0 Europe/London (+01:00)
      }
      -locale: null
    }
  ]
}

App\Twig\Components\WhatsAppBlock {#4883
  +alt: false
  +title: "Emergency Situation?"
  +phoneNumber: "+443300430897"
}

App\Twig\Components\SocialLinks {#5594
  +size: "sm"
  +links: [
    "linkedin" => [
      "url" => "https://www.linkedin.com/company/taurushrsolutions/"
      "name" => "LinkedIn"
      "icon" => "linkedin"
    ]
    "facebook" => [
      "url" => "https://www.facebook.com/TaurusHRSolutionsUK"
      "name" => "Facebook"
      "icon" => "facebook"
    ]
    "instagram" => [
      "url" => "https://www.instagram.com/taurushrsolutionsuk/"
      "name" => "Instagram"
      "icon" => "instagram"
    ]
  ]
}

[
  "page" => App\Entity\Page {#1252
    +deletedAt: null
    +createdBy: null
    #components: [
      [
        "position" => "Below Header"
        "route" => null
      ]
      [
        "position" => "Before Content"
        "route" => null
      ]
      [
        "position" => "After Content"
        "route" => "embed_faqs_all"
      ]
      [
        "position" => "Contact Form"
        "route" => "embed_enquiry"
      ]
      [
        "position" => "Before Footer"
        "route" => "embed_wisdom_component"
      ]
    ]
    #extraUrlsegments: []
    #htmlblocks: []
    -slug: "frequently-asked-questions"
    -id: 11
    -navtitle: "Frequently Asked Questions"
    -url: "Frequently Asked Questions"
    -viewable_from: DateTime @1743691380 {#1256
      date: 2025-04-03 15:43:00.0 Europe/London (+01:00)
    }
    -updatedBy: null
    -parent: null
    -template: Proxies\__CG__\App\Entity\Templates {#1278 …}
    -menupage: Doctrine\ORM\PersistentCollection {#1336 …}
    -slider: Doctrine\ORM\PersistentCollection {#1414 …}
    -pagePreviews: Doctrine\ORM\PersistentCollection {#1511 …}
    -content3: null
    -cta_text: "Got a question?"
    -cta_link: "/contact"
    -testimonial: null
    -landingPageBlocks: []
    -areasWeCover: null
    -title: "Frequently Asked Questions"
    -content: """
      <h2>Real Questions. Straight Answers.</h2>\r\n
      <p>We know HR and employment law can feel like a maze. Whether you’re trying to handle a tricky situation at work or making sure your business is staying compliant, it’s normal to have questions, and lots of them. That’s why we’ve pulled together this handy FAQ section to give you quick, straightforward answers to the things people ask us all the time.</p>\r\n
      <p>\r\n
      </p>\r\n
      <p>If you can’t find what you’re looking for here, don’t worry &mdash; we’re just a message or call away. Every situation is different, and we’re always happy to chat through what’s going on and point you in the right direction.</p>
      """
    -subtitle: "<p>Got questions about HR or employment law? You’re not alone, here are some of the ones we get asked most by employers and employees.</p>"
    -metaTitle: "Frequently Asked Questions"
    -metaDescription: "Got questions about HR or employment law? You’re not alone, here are some of the ones we get asked most by employers and employees."
    #active: true
    #deleted: false
    -image: "faq.jpg"
    #createdAt: DateTime @1743691417 {#1255
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    }
    #updatedAt: DateTime @1758116440 {#1254
      date: 2025-09-17 14:40:40.0 Europe/London (+01:00)
    }
    -locale: null
    -content2: null
  }
  "title" => "Frequently Asked Questions"
  "subtitle" => "<p>Got questions about HR or employment law? You’re not alone, here are some of the ones we get asked most by employers and employees.</p>"
]

App\Twig\Components\PageHero {#6210
  +page: App\Entity\Page {#1252
    +deletedAt: null
    +createdBy: null
    #components: [
      [
        "position" => "Below Header"
        "route" => null
      ]
      [
        "position" => "Before Content"
        "route" => null
      ]
      [
        "position" => "After Content"
        "route" => "embed_faqs_all"
      ]
      [
        "position" => "Contact Form"
        "route" => "embed_enquiry"
      ]
      [
        "position" => "Before Footer"
        "route" => "embed_wisdom_component"
      ]
    ]
    #extraUrlsegments: []
    #htmlblocks: []
    -slug: "frequently-asked-questions"
    -id: 11
    -navtitle: "Frequently Asked Questions"
    -url: "Frequently Asked Questions"
    -viewable_from: DateTime @1743691380 {#1256
      date: 2025-04-03 15:43:00.0 Europe/London (+01:00)
    }
    -updatedBy: null
    -parent: null
    -template: Proxies\__CG__\App\Entity\Templates {#1278 …}
    -menupage: Doctrine\ORM\PersistentCollection {#1336 …}
    -slider: Doctrine\ORM\PersistentCollection {#1414 …}
    -pagePreviews: Doctrine\ORM\PersistentCollection {#1511 …}
    -content3: null
    -cta_text: "Got a question?"
    -cta_link: "/contact"
    -testimonial: null
    -landingPageBlocks: []
    -areasWeCover: null
    -title: "Frequently Asked Questions"
    -content: """
      <h2>Real Questions. Straight Answers.</h2>\r\n
      <p>We know HR and employment law can feel like a maze. Whether you’re trying to handle a tricky situation at work or making sure your business is staying compliant, it’s normal to have questions, and lots of them. That’s why we’ve pulled together this handy FAQ section to give you quick, straightforward answers to the things people ask us all the time.</p>\r\n
      <p>\r\n
      </p>\r\n
      <p>If you can’t find what you’re looking for here, don’t worry &mdash; we’re just a message or call away. Every situation is different, and we’re always happy to chat through what’s going on and point you in the right direction.</p>
      """
    -subtitle: "<p>Got questions about HR or employment law? You’re not alone, here are some of the ones we get asked most by employers and employees.</p>"
    -metaTitle: "Frequently Asked Questions"
    -metaDescription: "Got questions about HR or employment law? You’re not alone, here are some of the ones we get asked most by employers and employees."
    #active: true
    #deleted: false
    -image: "faq.jpg"
    #createdAt: DateTime @1743691417 {#1255
      date: 2025-04-03 15:43:37.0 Europe/London (+01:00)
    }
    #updatedAt: DateTime @1758116440 {#1254
      date: 2025-09-17 14:40:40.0 Europe/London (+01:00)
    }
    -locale: null
    -content2: null
  }
  +title: "Frequently Asked Questions"
  +subtitle: "<p>Got questions about HR or employment law? You’re not alone, here are some of the ones we get asked most by employers and employees.</p>"
}

[
  "image" => "/userfiles/images/page/faq.jpg"
]

App\Twig\Components\PageMainContent {#6253
  +image: "/userfiles/images/page/faq.jpg"
  +center: false
  +theme: null
}

[
  "size" => "lg"
]

App\Twig\Components\SocialLinks {#6333
  +size: "lg"
  +links: [
    "linkedin" => [
      "url" => "https://www.linkedin.com/company/taurushrsolutions/"
      "name" => "LinkedIn"
      "icon" => "linkedin"
    ]
    "facebook" => [
      "url" => "https://www.facebook.com/TaurusHRSolutionsUK"
      "name" => "Facebook"
      "icon" => "facebook"
    ]
    "instagram" => [
      "url" => "https://www.instagram.com/taurushrsolutionsuk/"
      "name" => "Instagram"
      "icon" => "instagram"
    ]
  ]
}

[
  "text" => "Call us"
  "contact" => "0330 043 0897"
  "url" => "tel:0330 043 0897"
]

App\Twig\Components\ContactItem {#7499
  +text: "Call us"
  +contact: "0330 043 0897"
  +url: "tel:0330 043 0897"
}

[
  "text" => "Drop us an email"
  "contact" => "hello@taurushr.co.uk"
  "url" => "mailto:hello@taurushr.co.uk"
]

App\Twig\Components\ContactItem {#7543
  +text: "Drop us an email"
  +contact: "hello@taurushr.co.uk"
  +url: "mailto:hello@taurushr.co.uk"
}