The Covid-19 pandemic has meant that some of the changes previously discussed have not yet been implemented, however, as we start to move out of the pandemic (which will hopefully be soon), these proposed changes may be revisited and come into force.
In April 2020 changes were introduced to Section 1 of the Employment Rights Act 1996 meaning that employees (including workers) must be given a written statement as to the terms and conditions of their employment. This can be done in the form of a contract.
We have recently had a number of enquiries about whether job applicants can be asked to confirm their vaccination status when applying for a role. The Equality Act 2010 prohibits employers from asking job applicants questions about their health before they are offered a job..
The Employment Appeal Tribunal in Walsh v Network Rail Infrastructure Ltd recently held that the Tribunal had made an error in its finding that an employee had agreed to extend the decision period when he agreed to attend an appeal after the expiry of the decision period.
Employees who consider they have been paid incorrectly in respect of their notice pay, can pursue a claim for wrongful dismissal in the Employment Tribunal. Please note, the claim must be lodged with Acas within 3 months less one day of you receiving the incorrect pay.
We have all heard the expression “the customer is always right” and for many companies this lies at the cornerstone of their business. However, in the recent case of Mr G Hardy v Topps Tiles plc , the employment tribunal concluded that the employer took this approach too far …
Was an employee unfairly dismissed when his employer failed to inform him of the specific allegation that led to his dismissal?
This was the question that the Employment Appeal Tribunal considered in the case of London Borough of Hammersmith and Fulham v Keable where the employer appealed against a Tribunal’s decision that it had unfairly dismissed an employee for making controversial remarks that were published on social media
Whether you are pursuing or defending a claim in the Employment Tribunal, it is extremely important that you follow the Case Management Order set by the Tribunal. The Case Management Order is the timetable for the parties to prepare and exchange documents in preparation for the final hearing.
Whether the reduction in hours will impact your maternity pay depends on what stage you are in of your pregnancy when the change in hours happens. Your employer should calculate statutory maternity pay based on the average of the eight weeks pay at the 15th week before your baby is due.
Many employees understand that their employer will be able to monitor them at work in order to establish whether the employee is right for the role and is complying with the employer’s policies and procedures and to provide any training to the employee to help them in their role.
