Constant changes and increasing complexity have helped make employment law a frontline challenge for business and this year looks set to continue the trend.
The case recent of City of York v Grosset concerned a claim brought by an employee suffering from a disability following his dismissal by the employer
As the countdown to the festive season gets underway, employers juggling the pre-Christmas workload need to ensure workers are enabled to take their rest breaks.
The case of National Carriers v Panalpina Ltd outlined that a lease may be ended due to the concept of frustration.
In the case of William Jones School v Parry 2016 one party submitted a claim form that could not sensibly be responded to by the other party.
There has now been further development with this area of law through the case of G4S Cash Solutions (UK) Ltd v Powell.
Following the recent case of Achbita and another v G4S Secure Solutions, the Attorney General has released her statement of opinion regarding the concept of dress codes in the workplace.
The world is on track for the hottest year since records began according to NASA, and scorching temperatures look to set to return to the UK with 30°C forecasts for late August.
In July 2013, the Employment Tribunal introduced fees that must be paid when parties want to use the Tribunal for claims. The original objective of this was to encourage parties to pursue other ways of settling disputes.
The Equality Act 2010 provides that employers have a legal obligation to take “reasonable steps” to ensure that disabled people are not put at a “substantial disadvantage” in the workplace.
The recent conviction of a UK business owner for a human trafficking offence has been a wake-up call to big businesses to carefully monitor their supply chain, if they are to avoid being connected to slave labour unwittingly.
The Employment Appeal Tribunal recently considered that the matter of Harron -v- Dorset Police and ordered the Claim to be sent back to the Employment Tribunal for reconsideration. He pursued a Claim against the Police Force on the basis that he had suffered detriment as a result of a “belief in the proper and efficient use of public money in the public sector”.
When a dispute between employee and employer arises, sometimes those disputes are settled by Agreement between the employer and employee directly (or through their legal advisers).
The Employment Appeal Tribunal in Tanveer v East London Bus and Coach Company Limited was recently asked to consider the issue of when, following ACAS Early Conciliation and the production of an Early Conciliation Certificate, any subsequent claim for unfair dismissal would be time barred.
The Employment Appeal Tribunal has recently heard an appeal in the case of Wasteney -v- East London NHS Trust. The case concerned a claim for unlawful religious discrimination against Ms Wasteney who was a Christian employed by the East London NHS Trust.
In the March 2016 Budget, George Osborne announced future changes that would be made to the status of severance payments
Employers face stricter controls on private internet monitoring.
From 1st April 2016, a new ‘National Living Wage’ will apply in addition to the National Minimum Wage.
Generally speaking, employers will be liable for TORTS (civil wrongs) committed by an employee under the doctrine of Vicarious Liability if the requirements of a two stage test are met.
Employers are on frost alert, following the news that a home care worker has won her claim for damages after slipping on ice and breaking her wrist when visiting a client.
‘Tis the season to be merry, so it’s time for the annual Christmas party; but for many employers it’s often more fraught than fun, as wherever and whenever the event takes place, it’s still an extension of the working environment.
On the 24 July 2015, Her Majesty’s Revenue and Customs published a consultation document on the taxation of payments made to employees at the time of termination.
New rules for parents wanting time off to look after their children will come into force in April
Read about the provisions that are due to come into force concerning shared parental leave
The European court weighs in with obesity verdict
As the countdown to the festive season gets underway, employers juggling the holiday requests are being reminded to check their policy for lone workers.
This employment briefing deals with Compromise Agreement and how they are likely to change in the future.
Will there be fees payable in Employment Tribunal cases in the future?
It looks as though (from next year) Lawyers will no longer be advising their clients that the Tribunal process is cheaper than the County Court (where fees have always been payable)!
The ever increasing use of social media sites such as Facebook is beginning to impinge on employment law as my briefing explains!
A recent Court of Appeal decision is a salutary lesson about the unintended consequences of what you write to your employees
One of the recipients of these Briefings has asked me whether an employer is legally obliged to keep paying into a pension fund as part of an employee’s remuneration package where the employee chooses to keep working beyond what was the previous “normal retirement age”?
There is a natural tension between the position of the employer and that of the employee – the employer wanting not to end up being sued for a reference provided; and the employee wanting to ensure that he or she gets as many complimentary remarks included in it as possible.
Consultation on how to resolve workplace disputes other than through the Employment Tribunal Service
Changes to the qualifying period for unfair dismissal claims and the increase in limits for working out statutory redundancy payments and compensation awards
What changes are actually going to happen in the near future in employment law, and what other changes are simply proposed.
This briefing looks at the way employers could deal with employees use of social media and an update on the national minimum wage for work experience students/interns
2010/2011 statistics released by the Employment Tribunal that may be relevant to employers or employees
The matter of costs is of paramount consideration for employers and employees when deciding whether to bring or defend an employment tribunal claim.