In the recent case of Miller v University of Bristol, the Claimant held anti-zionist views. He had been subject to two internal investigations after making comments about Zionism being “inherently racist, imperialist and...
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The Court of Session has recently handed down its judgment in the case of Bathgate v Technip Singapore PTE Ltd which concerned whether a settlement agreement could be used to settle future unknown claims. The Claimant was made...
The importance of early consultation with the workforce in redundancy situations A recent Employment Appeal Tribunal decision reminds employers that it is crucially important that redundancy proposals are shared with the workforce at a formative...
Guidance on ‘heat of the moment’ resignations In the recent case of Omar v Epping Forest District Citizens Advice, the Employment Appeal Tribunal provided guidance on ‘heat of the moment’...
The Retained EU Law (Revocation and Reform) Act has now come into force. The Act aims to set-out the road-map for how EU-derived case law and legislation will be used after the supremacy of EU Law in the UK ends on 31 December 2023. The Act has...
The concept of dual employment has been debated for many years. There is nothing in employment law which states that an employee cannot have two employers in respect of the same work but judges have always grappled with the practicalities of how...
A recent Employment Appeal Tribunal decision has set out further guidance on how tribunals should approach the issue of employment status following the landmark decision of the Supreme Court in Uber BV v Aslam. In Manning v Walker Crips...
A recent Employment Appeal Tribunal decision has set out further guidance on how tribunals should approach the issue of employment status following the landmark decision of the Supreme Court in Uber BV v Aslam. In Manning v Walker Crips...
Should the terms of the employment contract be ignored when looking at employment status? In the leading case on employment status, Uber BV and others v Aslam (2021) , the Supreme Court warned against treating the terms of the contract as the starting...
Restrictive covenants are used in employment contracts to restrict employees for a period of time after they leave their employment. The aim is to limit the damage that a departing employee can do to their old employer but there is always a...
There is a one-off bank holiday on Monday 8 May 2023 to celebrate King Charles’ coronation. Are your staff entitled to an extra day’s paid holiday, and can they insist on taking it on 8 May? The answer depends on the wording of...
Welcome Res judicata is a Latin phrase which means ‘ a matter judged’ . It is a legal principle used to prevent someone from pursuing a claim that has already been dealt with by the courts. In a recent case, an employee asked the EAT...
Sections 100(1)(d) and (e) of the Employment Rights Act 1996 provide employees with protection from dismissal if they leave the workplace, refuse to return to it, or take other steps to protect themselves, if they reasonably believe there is...
The Implications of Harpur Trust v Brazel Being on holiday is fun. However, calculating other people’s holiday entitlement and pay? Not so much. It can get very tricky, especially when irregular working patterns are involved. Unfortunately, a...
The Implications of Harpur Trust v Brazel Being on holiday is fun. However, calculating other people’s holiday entitlement and pay? Not so much. It can get very tricky, especially when irregular working patterns are involved. Unfortunately, a...
Welcome Employees are entitled to 5.6 weeks’ holiday under the Working Time Regulations 1998 (WTR). Calculating the holiday pay of someone with no normal working hours can be tricky. Some employers have adopted a percentage approach, by...
Welcome Normally in employment tribunal cases, the tribunal will only make decisions about issues that are raised in the pleadings (the ET1 and ET3) and/or those agreed between the parties during the case management process. The recent case of Osinuga v...
Welcome Section 100(1)(d) and (e) of the Employment Rights Act 1996 provides employees with protection from dismissal if they exercise their right to leave the workplace or refuse to return to it, or take other steps to protect themselves, if...
Welcome Employees have the right not to be unfairly dismissed. For a dismissal to be fair, an employer must show that they have a potentially fair reason to dismiss - such as conduct or redundancy - and that they acted reasonably in treating...
Welcome Employers dread the vexatious litigant. Even the most spurious of tribunal claims takes up valuable management time and incurs legal fees to defend. The judgment of the EAT in Attorney General v Taheri will be a salve to those employers...
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