There is no doubt Britain’s forthcoming exit from the EU will have a profound and lasting impact. Current political discussions are focusing on the difference between a soft and hard Brexit. A soft Brexit would involve Britain continuing as a member of the single market and allowing the free movement of goods and workers whilst a hard Brexit would end… Read more →
The choice between the policies of the political parties at the forthcoming General Election on 8 June 2017 is wider than it has ever been, with huge implications for employment law. Both the Conservatives and Labour have attempted to appeal to working families as part of the election campaign by highlighting what they would do to protect and strengthen the rights… Read more →
In what has been an eagerly anticipated case for both care workers and care providers the Employment Appeal Tribunal (EAT) has confirmed it’s decision in the case of Focus Care Agency Limited v Roberts [2017] UKEAT/0143/16/DM. Regular readers of the Taylor & Emmet LLP Employment Team blogs will know that the recent reaction to the topic of payment of the National Minimum Wage for sleep-ins has caused… Read more →
Proving discrimination in an Employment Tribunal case can often be difficult as discrimination in the workplace is frequently covert or inadvertent. The law therefore allows Tribunal’s to make inferences that discrimination has taken place as a result of the behaviour of an employer by changing the “burden of proof”. The recent case of Chief Constable of Kent Constabulary v Bowler [2017] provides a… Read more →
From 6 April 2017, compensation limits and minimum awards payable are set to increase. Although the changes are implemented from 6 April 2017, they will only apply in cases where the relevant date for the claim falls on or after 6 April 2017. For example, an employee claiming unfair dismissal after being dismissed on 5 April 2017, will be limited… Read more →
This is essentially the principle that came out of the case of Whittlestone v BJP Home Support Limited. The Case In this case, Mrs Whittlestone was employed as a care worker. She was paid £6.35 per hour for all time that she spent providing care to a service user. She also undertook sleepover shifts, during which she was required to… Read more →
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