Rarely is a decision made in a case that has the potential to affect every single employer in the country. The decision of the European Court of Justice in Lock v British Gas is one of those decisions. If you are an employer who pays any form of commission, overtime, Read more…
Growth is about the entrepreneur, great products and innovation, strategy and opportunity, right? What has that got to do with HR and employment law support? Well let us flip the question around. Do disputes, litigation, workplace grievances, staff turnover, recruitment costs and damage to reputation act as a brake on Read more…
6 April is the point in the year when the Government brings into force most employment law changes. 2014 is no different and I have summarised some of the key changes coming into force below: Mandatory pre-claim conciliation As I explained in my last blog the provisions relating to the requirement for Claimants Read more…
The law in relation to “whistleblowing” in the UK was introduced by the Government in 1998 to protect genuine whistleblowers in the workplace and thereby encourage a culture of openness and good governance. In practice many threatened “whistleblowing” claims tend to be more about an individual seeking to maximise their Read more…
In a further sign that the Government believes that the economy is in full blown recovery, the first real terms increase to the National Minimum Wage for a number of years has been announced (previous rises were largely in line with inflation). As a result, the adult NMW rate will rise Read more…
The Office for National Statistics has published its figures for sickness absence levels across the UK in its annual report for the period October 2012 to September 2013. Employers may be surprised to note that according to the latest statistics, a total of 131 million days were lost last year due Read more…
The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 came into force on 31 January 2014 following a lengthy Government consultation. These Regulations have sought to simplify, clarify and reform the TUPE Regulations; the first major change since 2006. I previously blogged on these changes last Read more…
An employer’s duty to make reasonable adjustments for a disabled employee only arises where the employer knows or is reasonably expected to know that the employee has a disability. Assessing whether an employee is disabled can be difficult, particularly in a case of mental illness. In the recent Court of Read more…
Employment laws have changed in 2013. At our recent Annual Employment Law Review, we updated HR professionals on the key changes to legislation, and gave an insight into what they can expect in 2014. Here is a summary of the key points discussed but if you would like to see Read more…
Ever been in a situation where you are expecting a Tribunal claim from a troublesome former employee and you have a date three months less one day after dismissal circled in your calendar? Well the case of Robinson v Bowskill and ors is a recent Employment Appeal Tribunal (EAT) case Read more…