Best practice for employers
Employment Tribunal Cases 2022
These employment tribunal cases are not reported for their legal significance but because because they make that tricky HR issue you have been dealing with …
January 20, 2023
These employment tribunal cases are not reported for their legal significance but because because they make that tricky HR issue you have been dealing with …
What to expect in employment law in 2023. Annual increases in National Minimum Wage and Statutory Payments, New Legislation in the pipeline..
Racial profiling and unconcious bias came under the spotlight recently highlighting how a line of questioning could amount to indirect discrimination.
As the festive season approaches many businesses are facing hard decisions as to whether redundancies are needed to survive the bleak economic outlook of 2023.
On 5 December 2022, the government announced that the right to request flexible working will be extended to all employees, from day one of employment…
What happens when a confidentiality clause in a settlement agreement is breached? A settlement agreement will nearly always contain a clause that requires the parties to keep the existence of and terms of the settlement confidential.
When times are hard or we are busy it can be easy to let the fundamentals of fairness and equality slip and to think that we do not have the time or resources to dedicate to it. I would however argue that when times are hard, like a recession, it is even more important to uphold those values…
Can you compromise future claims under a settlement agreement? This was the question that the Employment Appeal Tribunal was asked to decide in the case of Bathgate v Technip & Others where Mr Bathgate sought to pursue a claim of age discrimination against his former employer…
How do you handle malicious allegations by employees? Although the vast majority of workplace relationships experience the highs and lows of any normal working relationship; at times matters can escalate and individuals can make malicious allegations against colleagues.
In recent years cases in the Courts and Tribunals have highlighted the fact that anyone who is engaged as a worker or employee, with an ongoing contract or engagement, will continue to accrue holiday regardless of whether they have been undertaking any work under that contract.