{"id":136352,"date":"2026-04-07T13:44:11","date_gmt":"2026-04-07T13:44:11","guid":{"rendered":"https:\/\/my.legal500.com\/guides\/?post_type=comparative_guide&#038;p=136352"},"modified":"2026-04-07T13:44:11","modified_gmt":"2026-04-07T13:44:11","slug":"jersey-employment-and-labour-law","status":"publish","type":"comparative_guide","link":"https:\/\/my.legal500.com\/guides\/chapter\/jersey-employment-and-labour-law\/","title":{"rendered":"Jersey: Employment and Labour Law"},"content":{"rendered":"","protected":false},"template":"","class_list":["post-136352","comparative_guide","type-comparative_guide","status-publish","hentry","guides-employment-and-labour-law","jurisdictions-jersey"],"acf":[],"appp":{"post_list":{"below_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Carey Olsen<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2019\/12\/carey-olsen-jersey.jpg\"\/><\/span><\/div>"},"post_detail":{"above_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Carey Olsen<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2019\/12\/carey-olsen-jersey.jpg\"\/><\/span><\/div>","below_title":"<span class=\"guide-intro\">This country specific Q&amp;A provides an overview of Employment and Labour Law laws and regulations applicable in Jersey<\/span><div class=\"guide-content\"><div class=\"filter\">\r\n\r\n\t\t\t\t<input type=\"text\" placeholder=\"Search questions and answers...\" class=\"filter-container__search-field\">\r\n\t\t\t<\/div>\r\n\r\n\t\t\t\r\n\r\n\r\n\t\t\t<ol class=\"custom-counter\">\r\n\r\n\t\t\t\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer need a reason to lawfully terminate an employment relationship? If so, state what reasons are lawful in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The general rule is that an employer may effectively terminate an employment relationship for almost any reason.<\/p>\n<p>In order for a termination to be lawful, then it must comply with the terms of the relevant contract of employment.<\/p>\n<p>Additionally, an employer must have a \u2018fair\u2019 reason to\u00a0terminate an employment relationship; and an employee who has a years or more of continuous service (and in some limited cases, employees with less than a year&#8217;s employment), has a right to bring an unfair dismissal claim. A \u2018fair\u2019 reason can be one of the following:<\/p>\n<p>Under Article 64 of the Law, there are 6 potentially fair reasons for dismissal:<\/p>\n<ul>\n<li>The capability or qualifications of the employee;<\/li>\n<li>The conduct of an employee;<\/li>\n<li>By reason of redundancy;<\/li>\n<li>By reason of the fact that the employee was required to retire (although notably this needs to be read alongside age discrimination provisions);<\/li>\n<li>Statutory restriction; or<\/li>\n<li>some other substantial reason justifying dismissal.<\/li>\n<\/ul>\n<p>Even if an employer has a fair reason for terminating an employment relationship, in order to effect a fair dismissal to reduce the risk of dismissal being \u2018unfair\u2019 the employer must also follow a fair procedure in terminating the employment relationship. The correct procedure will depend on the reason for the dismissal.<\/p>\n<p>Where an employee does not have a year&#8217;s continuous service, they are not generally able to bring an ordinary \u2018unfair dismissal\u2019 claim and as such, the termination risk for an employer is lower (but not zero \u2013 other claims still exist).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if large numbers of dismissals (redundancies) are planned?  How many employees need to be affected for the additional considerations to apply?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>When large numbers of redundancy dismissals are proposed, an employer must comply with collective consultation obligations. These apply where an employer proposes to dismiss as redundant, 12 or more employees within a 30-day period at one establishment.<\/p>\n<p>The collective consultation obligations apply in addition to individual procedural and consultation obligations; they are not a substitute.<\/p>\n<p>The additional considerations that apply for an employer in these circumstances include:<\/p>\n<ul>\n<li>The duty to inform the Minister for Social Security about the proposed redundancies, noting that a failure to do so is a criminal offence.<\/li>\n<li>The duty to collectively consult with the representatives of the affected employees. Appropriate representatives may be trade union representative or, in the absence of a trade union representative, elected employee representatives.<\/li>\n<li>Consultation should then start at a \u2018formative\u2019 stage i.e., at the time consultation starts no decisions must have been made about the redundancies, so an employer should be open to proposals to avoid them.<\/li>\n<li>Where an employer proposes to dismiss 12 or more employees within a 30-day period, consultation must start at least 30 days before the date of the first dismissal;<\/li>\n<li>The consultations should include consultation about ways to avoid the dismissals reducing the number of employees to be dismissed and mitigating the consequences of any dismissals. Consultation must be carried out \u201cwith a view to reaching agreement with the appropriate representatives\u201d.<\/li>\n<li>An employer should also provide written information to the relevant representatives, including the reason for the proposed redundancies, how many employees are involved and the categories, the number of employees in each category, how the employer proposes to select employees for redundancy (e.g., using a scoring matrix), the proposed timeframe for the process and the proposed method of calculating any redundancy payment<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if a worker\u2019s employment is terminated in the context of a business sale?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">In Jersey, there is no automatic transfer of employees on a business sale (as opposed to a simple share sale) and no standalone statutory consultation duty equivalent to the TUPE information and consultation regime in the UK.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">However, consultation obligations may arise depending on the steps proposed in connection with the sale. If the seller proposes redundancies, it should follow a fair redundancy process, including warning and consulting affected employees, applying fair selection criteria and considering alternatives. If 12 or more employees are proposed to be dismissed as redundant at one establishment within 30 days or less, the statutory collective consultation regime will apply.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Where employment with the buyer is proposed, the employees\u2019 agreement to any new contractual arrangements will be required because there is no automatic transfer by operation of law. Although there is no separate statutory consultation duty triggered solely by the sale, the parties should explain the proposed arrangements and discuss the terms with employees in order to minimise the risk of unfair dismissal claims. If an employee unreasonably refuses a suitable offer of re-engagement, that may affect their entitlement to redundancy pay.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Do employees need to have a minimum period of service in order to benefit from termination rights?  If so, what is the length of the service requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Yes, in relation to certain termination rights. In Jersey, an employee must generally have 52 weeks\u2019 continuous employment in order to bring a claim for ordinary unfair dismissal. That qualifying period does not, however, apply where the dismissal is automatically unfair, including cases where the dismissal is connected with discrimination, trade union activity or the assertion of a statutory right.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">A separate service requirement applies in relation to statutory redundancy pay. An employee is entitled to a statutory redundancy payment only where they have more than two years\u2019 continuous service and are dismissed by reason of redundancy. In an appropriate case, continuity of service may accrue across successive fixed-term contracts, depending on the length of any break between them.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, is the minimum notice period to terminate employment?  Are there any categories of employee who typically have a contractual notice entitlement in excess of the minimum period?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. In Jersey, the statutory minimum notice period depends on who gives notice and the employee\u2019s length of continuous service. The minimum statutory notice periods an employer must give are:<\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"293\"><strong>Length of continuous employment<\/strong><\/td>\n<td width=\"288\"><strong>Minimum period of notice<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 Less than 2 Years<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 1 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 2 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 2 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 3 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 3 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 4 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 4 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 5 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 5 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 6 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 6 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 7 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 7 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 8 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 8 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 9 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 9 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 10 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 10 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 11 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 11 weeks&#8217; notice<\/td>\n<\/tr>\n<tr>\n<td width=\"293\">\u2022\u00a0\u00a0\u00a0 12 years +<\/td>\n<td width=\"288\">\u2022\u00a0\u00a0\u00a0 12 weeks&#8217; notice<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>An employee must give minimum notice as follows:<\/p>\n<ul>\n<li>1\u00a0week\u2019s notice\u00a0if his or her period of continuous employment is more than 1\u00a0week but less than 26\u00a0weeks;<\/li>\n<li>2\u00a0weeks\u2019 notice if his or her period of continuous employment is 26\u00a0weeks or more but less than 5\u00a0years; or<\/li>\n<li>4\u00a0weeks\u2019 notice if his or her period of continuous employment is 5\u00a0years or more<\/li>\n<\/ul>\n<p>Employment contracts can provide longer notice periods, but not shorter than the statutory minimum. Fixed-term contracts are permitted.<\/p>\n<p>More senior or highly paid employees generally have longer periods of notice than the statutory minimum.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to make a payment to a worker to end the employment relationship instead of giving notice?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Yes. This is referred to as a \u201cpayment in lieu of notice\u201d often shortened to PILON and may be paid in lieu of all or part of a notice period.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">However, an employer\u2019s entitlement to make a payment in lieu of notice should be generally be recorded in the employee\u2019s contract of employment \u2013 otherwise terminating with a payment in lieu is likely to be a breach of contract, potentially resulting in any post-termination restrictions or restrictive covenants being unenforceable.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to be on garden leave, that is, continue to employ and pay a worker during their notice period but require them to stay at home and not participate in any work?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Yes, provided there is an adequate contractual basis for doing so. Jersey employment legislation does not contain a specific statutory regime governing garden leave. Accordingly, the enforceability of a period of garden leave will depend principally on the terms of the contract of employment.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">In practice, an employer should ensure that the contract contains an express and appropriately drafted garden leave provision if it wishes to require the employee not to attend work or perform duties during the notice period.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">During any period of garden leave, the employee remains employed and is ordinarily entitled to receive salary and contractual benefits for the duration of the notice period.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer have to follow a prescribed procedure to achieve an effective termination of the employment relationship? If yes, describe the requirements of that procedure or procedures. Is an employee entitled to appeal against their termination?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>While there is no strict process imposed via legislation, it is essential that employers follow a fair and reasonable process to minimise the risk of unfair dismissal claims and ensure that the termination is legal.<\/p>\n<p>Article 64 of the Law outlines the requirement of &#8216;fairness&#8217; when dismissing an employee, through six fair reasons. These include conduct, capability or performance, redundancy, statutory restrictions, required retirement (this should be considered alongside discrimination provisions) or some other substantial reason. Additionally, for a termination to be fair, a fair process must be followed.\u00a0 For example:<\/p>\n<ul>\n<li>In the case of misconduct, an employer should usually explain the allegations, provide the employee with time and the opportunity to consider them, meet with the employee and consider relevant evidence and mitigating factors, before reaching a decision. Employers should also follow the JACS Code of Practice on Disciplinary and Grievance Procedures.<\/li>\n<li>If the reason for the proposed dismissal is redundancy, a fair selection process must be followed and an appropriate level of consultation must be undertaken.<\/li>\n<\/ul>\n<p>Generally speaking, however, if an employee has less than 52 weeks of service, the risk of adopting a shorter and simpler process will be much reduced, unless there are particular unlawful reasons for the dismissal.<\/p>\n<p>All of the above must be considered alongside any policies or procedures included in any staff handbook, which may define particular rights, duties or expectations and in some cases, may be contractual.<\/p>\n<p>In all cases the appropriate notice for termination must be provided, save where the reason for dismissal is gross misconduct in which case summary dismissal (e.g. termination without notice or payment in lieu of notice) may be a lawful outcome.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">If the employer does not follow any prescribed procedure as described in response to question 8, what are the consequences for the employer?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employer will be at risk of unfair dismissal claims if it fails to follow a fair and reasonable procedure when dismissing an employee. A successful claim of unfair dismissal by an employee, may lead to the Tribunal giving one or more of the following the directions: to continue employment, direction for reinstatement, direction for reengagement or compensation awards.<\/p>\n<p>Compensation awards for unfair dismissal are calculated according to statutory bands in the Employment (Awards) (Jersey) Order 2009 which is based on an employee&#8217;s continuous length of service:<\/p>\n<p><strong>Employment (Awards) (Jersey) Order 2009 as amended in July 2025<\/strong>:<\/p>\n<table>\n<tbody>\n<tr>\n<td><strong>Continuous Service<\/strong><\/td>\n<td><strong>Amount of Wages to be Awarded<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Not more than 26 weeks<\/td>\n<td>Up to 4 weeks\u2019 pay (Tribunal discretion)<\/td>\n<\/tr>\n<tr>\n<td>More than 26 weeks but not more than 1 year<\/td>\n<td>4 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>More than 1 year but not more than 2 years<\/td>\n<td>8 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>More than 2 years but not more than 3 years<\/td>\n<td>12 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>More than 3 years but not more than 4 years<\/td>\n<td>16 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>More than 4 years but not more than 5 years<\/td>\n<td>21 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>More than 5 years but not more than 10 years<\/td>\n<td>26 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>More than 10 years but not more than 15 years<\/td>\n<td>31 weeks\u2019 pay<\/td>\n<\/tr>\n<tr>\n<td>15 years or more<\/td>\n<td>36 weeks\u2019 pay<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>The tribunal has a discretion to increase awards by up to 25% in cases of egregious conduct by an employer and may reduce awards in a number of situations, including where it is just and equitable to do so.<\/p>\n<p>Additionally, if an employer fails to provide a written statement of reasons for dismissal as required by Article 63A of the Law, then they are liable to pay the employee 8 weeks&#8217; pay.<a href=\"#_ftnref1\" name=\"_ftn1\"><\/a><\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How, if at all, are collective agreements relevant to the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Collective agreements are more common in the public sector than in the private sector. If a collective agreement is in place, it may include matters relevant to termination, including notice provisions, disciplinary and grievance procedures, redundancy selection criteria, consultation arrangements and other procedural protections or it may include agreement as to enhanced payments or benefits (such as an enhanced redundancy payment formulae).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does the employer have to obtain the permission of or inform a third party (e.g local labour authorities or court) before being able to validly terminate the employment relationship? If yes, what are the sanctions for breach of this requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">As a general rule, no. in Jersey there are no obligations on the employer to obtain permission from or formally notify any government authority, labour authority or any court to effectively terminate an employment contract.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">The principal exception arises in the context of collective redundancies. Where an employer proposes to dismiss 12 or more employees as redundant at one establishment within a period of 30 days or less, the employer must comply with the statutory collective consultation regime and notify the Social Security Minister before notices are issued or at least 30 days before the first dismissal takes effect.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">There is no equivalent general requirement of prior approval. However, a failure to comply with the collective redundancy obligations may expose the employer to protective awards and may also increase the risk of unfair dismissal claims if the dismissals are effected without a fair process.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What protection from discrimination or harassment are workers entitled to in respect of the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Workers in Jersey are protected from discrimination and harassment in the course of dismissal and other termination-related decisions under the Discrimination (Jersey) Law 2013. That legislation applies to employment and prohibits unfavourable treatment on prohibited grounds, including in relation to dismissal, selection for redundancy and other conduct connected with the ending of employment.<\/p>\n<p>A dismissal that is discriminatory may give rise to a complaint under the Discrimination (Jersey) Law 2013 and may also constitute an automatically unfair dismissal for the purposes of Jersey employment law. In such a case, the employee does not need to satisfy the usual 52-week qualifying period that applies to an ordinary unfair dismissal claim.<\/p>\n<p>In Jersey there are 7 protected characteristics: race, sex, sexual orientation, gender reassignment, pregnancy and maternity, age and disability.<\/p>\n<p>There are various types:<\/p>\n<ul>\n<li>Direct discrimination:\u00a0employees are protected from being treated less favourably because of one or more of the protected characteristics. For example, dismissing someone because of their race would be direct discrimination.<\/li>\n<li>Indirect discrimination:\u00a0employees are protected from being disadvantaged by an unjustified provision, criterion or practice that puts people with the same protected characteristic at a particular disadvantage. For example, a requirement to work full-time may put women at a particular disadvantage because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be objectively justified.<\/li>\n<li>Harassment:\u00a0employees are protected from sexual harassment or harassment related to a protected characteristic that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.<\/li>\n<li>Victimisation:\u00a0employees are protected from being treated less favourably because they have complained or given information about discrimination or harassment or supported someone else\u2019s complaint. For example, if an employee raises a grievance about discrimination and is dismissed as a result.<\/li>\n<li>Disability discrimination:\u00a0employees are protected from direct and indirect discrimination, any unjustified less favourable treatment because of something arising from their disability and failure to make reasonable adjustments to alleviate the disadvantages caused by their disability.<\/li>\n<\/ul>\n<p>In Jersey, claims of discrimination may be brought to the Employment Tribunal if they are within 8 weeks of the last act occurring. The Tribunal may award financial compensation for loss, hurt and distress, make a declaration of the rights of both parties or recommend that the employer take action to alleviate the adverse effect that the discrimination had on the employee. The maximum the Tribunal may award for a discrimination claim is up to the lesser of \u00a330,000 or 52 weeks&#8217; pay per act of discrimination.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the possible consequences for the employer if a worker has suffered discrimination or harassment in the context of termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">If a worker has suffered discrimination or harassment in the context of the termination of employment, the employer may face complaints under the Discrimination (Jersey) Law 2013 and under the Employment (Jersey) Law 2003 before the Employment and Discrimination Tribunal. Such a complaint must generally be presented within 8 weeks of the act complained of, subject to the Tribunal\u2019s limited power to extend time where it was not reasonably practicable to present the complaint within that period.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Where the complaint succeeds, the Tribunal may grant one or more remedies: declaration as to the rights of the parties, an award of compensation for financial loss and hurt and distress, and recommendations aimed at reducing or alleviating the adverse effect of the discrimination on the claimant. The current maximum compensation for an employment-related discrimination complaint is the lesser of \u00a330,000 or 52 weeks\u2019 pay per incident of discrimination.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">In addition, where the termination itself is discriminatory, the employer may also face a claim for automatic unfair dismissal. In such a case, no minimum qualifying period of service is required for the employee to pursue the unfair dismissal claim.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any categories of worker (for example, fixed-term workers or workers on family leave) entitled to specific protection, other than protection from discrimination or harassment, on the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes the Law provides protection for certain categories of employees on termination. In particular, workers on maternity or parental leave benefit from enhanced safeguards such as automatic unfair dismissal for dismissals in relation to pregnancy, parental leave, change of hours and return to work. Under the Article 55D of the Law, employees are entitled to 52 weeks parental or adoption leave during which contractual Articles continue to apply, including 6 weeks paid leave.<\/p>\n<p>A dismissal of an employee connected to this statutory right would likely result in automatic unfair dismissal, giving these employees heightened protection during termination. In addition, Article 55M of the Law gives employees the right to return to work after the period of parental leave. If these employees are dismissed in relation to this right, the employer is open to automatic unfair dismissal claims.<\/p>\n<p>There are also protections for reservists. Under Article 55W of the Law reservists have the statutory right to return to work and continue terms and conditions. An employer fails to take a reservist back into employment the employee may bring an unfair dismissal claim to the Tribunal.<\/p>\n<p>Fixed-term workers are considered as employees for the purpose of unfair dismissal claims. If an employee has accrued 52 weeks&#8217; of service over a series of fixed contracts for an employer, they are able to bring unfair dismissal claims to the Tribunal.<\/p>\n<p>Part-time workers will have the same employment rights as full time employees including termination rights such as statutory notice periods and unfair dismissal protection.<a href=\"#_ftnref1\" name=\"_ftn1\"><\/a><\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are workers who have made disclosures in the public interest (whistleblowers) entitled to any special protection from termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">At present, Jersey does not yet have a statutory public interest disclosure regime in force. Accordingly, there is currently no standalone whistleblowing protection equivalent to that found in some other jurisdictions.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">However, this is an active area of proposed reform. The Jersey Employment forum was tasked by the Minster of Social Security in May 2024 to consider introducing statutory protection in Jersey after the States Assembly&#8217;s agreement in July 2023 to a proposition that would support this legislation.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">The States Assembly has recently received a draft &#8216;Protected Disclosure (Protection of Whistleblowers) (Jersey) Law&#8217; for review and suggested amendments. While this is not in its final stage, it is likely that soon, Jersey will have whistleblower protections in effect, enabling affected whistleblowers to bring claims to the Employment Tribunal.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">In the event of financial difficulties, can an employer lawfully terminate an employee\u2019s contract of employment and offer re-engagement on new less favourable terms?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Yes, in Jersey dismissal and re-engagement is not strictly prohibited if the employer complies with the ordinary rules on dismissal, contractual variation and consultation.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">However, it does not create a general right to impose less favourable terms. Rather, it addresses the effect of an offer of renewal or re-engagement on the employee\u2019s entitlement to a redundancy payment. If the employee unreasonably refuses a suitable offer of alternative employment or re-engagement, that may affect redundancy pay entitlement.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, risks are associated with the use of artificial intelligence in an employer\u2019s recruitment or termination decisions? Have any court or tribunal claims been brought regarding an employer\u2019s use of AI or automated decision-making in the termination process?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The use of artificial intelligence in recruitment or termination decisions gives rise to potential risks under Jersey data protection law, discrimination law and general employment law principles concerning fairness of process.<\/p>\n<p>Where AI tool are used to process personal data, the employer must comply with the Data Protection (Jersey) Law 2018 including the requirements of lawfulness, fairness, transparency, accuracy, data minimisation and security.<\/p>\n<p>In addition, AI-assisted decision-making may create discrimination risk if the system operates by reference to biased data sets or produces outcomes that place persons sharing a protected characteristic at a disadvantage. That may be relevant both at the recruitment stage and in disciplinary, redundancy or dismissal decisions. Employers should therefore ensure that any automated or semi-automated tool is subject to appropriate human oversight and review.<\/p>\n<p>There is also a procedural fairness risk. In Jersey, the reasonableness of a dismissal will be assessed by reference to the circumstances of the case, and the Tribunal will take account of any relevant approved code of practice. An employer that relies excessively on automated outputs, without carrying out an adequate human investigation or evaluation, may therefore face increased unfair dismissal risk<\/p>\n<p>There is currently no case which explores these issues in Jersey however, we anticipate that it may be explored in due course as use of AI is starting to be utilised by employers in the termination process.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What financial compensation is required under law or custom to terminate the employment relationship? How is such compensation calculated?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">On termination of employment in Jersey, the employer must satisfy any outstanding statutory and contractual payment obligations arising on the ending of the employment relationship. These will ordinarily include unpaid wages, any accrued but untaken holiday pay, any notice pay due under the contract or by statute, and, where applicable, statutory redundancy pay.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Where the employee does not work out the applicable notice period, the employer may be required to make a payment in lieu of notice. The amount payable will ordinarily reflect the employee\u2019s contractual notice entitlement or, if more favourable, the statutory minimum notice period prescribed by Article 56 of the Employment (Jersey) Law 2003.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">The employee is also entitled to be paid for any accrued but untaken annual leave as at the termination date. Holiday pay is payable by reference to the employee\u2019s remuneration in accordance with the statutory annual leave provisions and any more generous contractual arrangements.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">If the dismissal is by reason of redundancy, statutory redundancy pay may also be due. An employee with more than two years\u2019 continuous service who is dismissed by reason of redundancy is entitled to a statutory redundancy payment calculated at one week\u2019s pay for each completed year of service, subject to the applicable statutory weekly cap (currently \u00a31,040 per week)<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Accordingly, there is no single severance payment required merely by custom on termination in Jersey. The financial consequences of termination depend on the employee\u2019s statutory entitlements and the terms of the contract of employment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer reach agreement with a worker on the termination of employment in which the employee validly waives his rights in return for a payment? If yes, in what form, should the agreement be documented?  Describe any limitations that apply, including in respect of non-disclosure or confidentiality clauses.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>In Jersey, compromise agreements (or settlement agreements) are commonly used whereby an employee waives their rights to bring claims against an employer, to the Tribunal or any relevant court through a waiver of claims. The waiver of rights may only cover claims cited in the agreement, an employee cannot waive future rights or claims that are unknown. An employee may receive the following payments to validate the compromise agreement: PILON, payment for any accrued and untaken holidays, any benefits and outstanding wages.<\/p>\n<p>Confidentiality provisions are common and permissible within limits. Frequent confidentiality provisions include preventing; disclosure of settlement terms, criticisms of the employer and discussion surrounding the termination. However, confidentiality provisions have limits and must not unlawfully restrict an employee&#8217;s statutory freedoms.<\/p>\n<p>For a compromise agreement to be valid, the following requirements should be met:<\/p>\n<ul>\n<li>The agreement must be set out in writing;<\/li>\n<li>The employee must receive independent legal advice from a Jersey qualified lawyer before signing as they are waiving statutory employment rights and must understand the consequences;<\/li>\n<li>The agreement should outline clear and specified terms with the claims that an employee is no longer entitled to pursue, often including unfair dismissal; and<\/li>\n<li>The agreement must be signed by the employee and returned to the employer.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from working for competitors after the termination of employment? If yes, describe any relevant requirements or limitations.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, it is possible to agree contractual terms that restrict a worker from working for competitors following termination of their employment. However, preventing competition must not be an end it itself. Restrictions having the sole aim of preventing competition will not be upheld by the court.<\/p>\n<p>To be enforceable a post-termination restriction must be designed to protect a legitimate proprietary interest of the employer for which the restraint is reasonably necessary.\u00a0 The restraint must go no further than is reasonably necessary for the protection of the relevant legitimate interest. Legitimate interests may include an employer\u2019s trade connections with clients or protection of confidential information. If the restriction is unreasonable in scope or duration, it will generally be void In Jersey, payments are not required to enforce these restrictions if they arise out of an employment contract. However, post-termination restrictions within compromise agreements, can often be accompanied by a financial payment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from soliciting customers or clients, or employees of the employer, after the termination of employment? If yes, describe any relevant requirements or limitations (including any payments that must be made to the worker for the restriction to be valid and enforceable).<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Yes, an employer in Jersey may restrict a former employee from soliciting clients, customers or employees after termination of employment. These restrictions can be imposed via a &#8216;non-solicitation&#8217; or &#8216;non-dealing&#8217; covenant. These restrictions may be enforceable if they follow the same approach as &#8216;non-compete&#8217; clauses.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Enforceability depends on the clause being reasonable and protecting a legitimate business interest, reasonable in duration, location and scope and not excessive.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">A &#8216;non-solicitation&#8217; clause is often more enforceable than a &#8216;non-compete&#8217; provision as they are easier to justify and restrict a specific harm to a business and employer. There is no legal requirement to pay an employee for a &#8216;non-solicitation&#8217; covenant to be valid.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to keep information relating to the employer confidential after the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p class=\"Body1\" style=\"margin-left: 0cm\">Generally, an employee has implied duties during their employment that they will conduct themselves with fidelity and good faith, which involves respecting the confidentiality of the employer\u2019s commercial and business information.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">These duties tend to be supplemented by express contractual duties, which clearly define the information that the employer considers to be \u201cconfidential\u201d and give it wider protections.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Following the termination of employment, confidential information can continue to be protected with appropriate contractual terms.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Additionally, if information can be properly categorised as a trade secret, the employee will be prevented from using or disclosing it, even if there is there is no provision in the employment contract to that effect.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">Accordingly, it is advisable to include express confidentiality provisions in employment contracts, which are tailored to the business.<\/p>\n<p class=\"Body1\" style=\"margin-left: 0cm\">An employee cannot be restricted from utilising his own skill and knowledge following the termination of his employment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are employers obliged to provide references to new employers if these are requested?  If so, what information must the reference include? What duties apply to employers giving references?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no general obligation on employers to provide references when requested. However, employers should be mindful that withholding a reference can be an act of victimisation if it is done in response to someone having complained or given information about discrimination or harassment or supported someone else\u2019s complaint of discrimination<\/p>\n<p>If employers provide a reference, they are under a duty to ensure that the reference is accurate and not misleading.\u00a0 Accordingly, most employers limit references to the purely factual \u2013 i.e. the position and dates of employment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, in your opinion, are the most common difficulties faced by employers in your jurisdiction when terminating employment and how do you consider employers can mitigate these?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Terminating an employee\u2019s employment for capability reasons when they have a long-term sickness can be challenging, particularly if the employee is disabled under the Discrimination (Jersey) Law 2013.<\/p>\n<p>If the dismissal is because of something arising from that disability (such as a long term disability-related absence), the decision must be objectively justified, to avoid a claim for disability discrimination. Employers also have a duty to make reasonable adjustments to alleviate any disadvantage suffered by the employee at work or in connection with the dismissal process as a consequence of their disability.\u00a0 Medical evidence and advice are often needed where an employer is proposing to dismiss an employee who may be disabled.<\/p>\n<p>Problems also frequently arise when:<\/p>\n<ul>\n<li>An employer tackles an employee\u2019s performance or conduct at work. A variety of issues can be at play from failing to honestly communicate conduct or performance standards or issues (e.g., written performance appraisals may have little, if any record of the issues the employer later wishes to rely on),<\/li>\n<li>Employees may also go on sickness absence or bring a grievance during any disciplinary or performance management process, which is difficult to manage. This is often a way to delay the dismissal. Ideally, employers should address any grievance before dismissing the employee and, if they are absence for health reasons, give them a proper opportunity to attend meetings or engage with the process in some other way (e.g. by way of written responses) and make representations, before deciding whether or not to dismiss them.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any legal changes planned that are likely to impact the way employers in your jurisdiction approach termination of employment? If so, please describe what impact you foresee from such changes and how employers can prepare for them?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>One upcoming legal change that employers should consider is the pending introduction of Jersey&#8217;s first statutory whistleblowing protection. A draft whistleblowing protection titled &#8221;Protected Disclosure (protection of Whistleblowers) (Jersey) Law&#8221; (&#8220;the draft Law&#8221;) has been published this March 2026. The draft Law aims to provide legal protection for individuals who make a protected disclosure.<\/p>\n<p>This draft law will make dismissal or redundancies as a result of a protected disclosure, automatically unfair. Employees will be able to bring claims to the Tribunal and seek remedies such as compensation if they are dismissed or treated unfairly. The amount of compensation that may be awarded by the Tribunal is:<\/p>\n<ul>\n<li>Financial loss must not exceed \u00a330,000; and<\/li>\n<li>Hurt and distress must not exceed \u00a330,000.<\/li>\n<li>The total amount of compensation awarded must not exceed \u00a330,000 total.<\/li>\n<\/ul>\n<p>Although the draft Law does not impose an obligation on employers to maintain a whistleblowing policy, the suggested approach would be for organisations to develop an internal process for the receipt and resolution of whistleblowing complaints. Employers should consider training managers on handling disclosures confidentially without retaliation. Employers should try to create clear reporting channels for employees.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\r\n<div class=\"word-count-hidden\" style=\"display:none;\">Estimated word count: <span class=\"word-count\">5926<\/span><\/div>\r\n\r\n\t\t\t<\/ol>\r\n\r\n<script type=\"text\/javascript\" src=\"\/wp-content\/themes\/twentyseventeen\/src\/jquery\/components\/filter-guides.js\" async><\/script><\/div>"}},"_links":{"self":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide\/136352","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide"}],"about":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/types\/comparative_guide"}],"wp:attachment":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/media?parent=136352"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}