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The Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) governs when collective redundancy consultations arise in circumstances where an employer is proposing to dismiss on redundancy 20 or more employees at any one establishment in a 90-day period.
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There may have been a time when an employee has made a covert recording at work as part of an ongoing ‘work relationship’ problem. Unaware of the recording, colleagues would have expressed a very frank view of the situation, but is this admissible in an employment tribunal?
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Employees may have spent a year working from home, with no immediate signs of a return to work, and minor but potentially long -term impact hazards can be ignored. One such hazard is Repetitive Strain Injury (RSI).
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The Employment Appeals Tribunal made an important judgment in Steer v Stormsure in relation to the law of discrimination; the case may see the interim relief created as a remedy in future potential discrimination claims.
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For redundancy to apply, the circumstances must fall within the meaning of section 139 Employment Rights Act 1996 (ERA) namely the employer has ceased, or intends to cease continuing the business, or the requirements for employees to perform work of a specific type or to conduct it at the location i…
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Employers should be aware of new changes to the law which will have an impact on how you approach asking employees about their criminal records.
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The UK and EU Trade and Cooperation Agreement will not in the short-term change employment rights in the United Kingdom but establishes the approach on how United Kingdom and the European Union will approach making any upcoming changes to the law.
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The advice-line frequently gets queries on resignations and although each case turns on its own facts, the general guidance below gives some clarity on matters.
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If staff work a shift from home or are residential care workers and they are permitted to sleep whilst on their shift, the Supreme Court (SC) in the case of Royal Mencap Society v Tomlinson-Blake and Shannon v Rampersad have held that these workers are only entitled to (NMW) for time spent...
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With excessive deaths occurring since last year, the impact of losing a loved one is now more prominent. Employers are adjusting to the detrimental consequences of the Covid 19 pandemic, including providing grieving staff support when someone close has passed away.
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The government has hugely publicised the roll out of the much needed coronavirus vaccine in an attempt to bring some normality back into people’s lives.
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The UK alone spends millions of pounds in cosmetic surgery and improving ones’ physical appearance. This could range from ‘a boob’ job through to having a tattoo removed.
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The requirement to check employees right to work in the UK has not been stopped during the coronavirus pandemic. As an employer you must be able to show proof that your employees are eligible to work in the UK.
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The Employment Tribunal (EAT) in the recent case of K v L have alerted employers of the need to follow correct disciplinary procedures and ensuring that the employee is aware of the ultimate reason for their dismissal. The Facts The employee (K) worked as a teacher with 20 years good work record.…
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The purpose of this campaign is to raise awareness and to increase the number of ethnic minorities in top senior positions.
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Currently the higher national minimum wage rate applies only to those aged 25 or over however the government has recently announced that the higher rate will apply to all those aged 23 or over at £8.91 per hour from 6th April 2021..
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The Employment Tribunal looked at this question in the case of Deimantas Kubilius - v- Kent Foods Limited. They decided it was fair to dismiss this particular employee who refused wear a mask because the employer undertook a fair procedure and their actions amounted to a reasonable response.
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Whilst an employee is on maternity leave, she is entitled to the benefits of her terms and conditions of employment (section 71 Employment Rights Act 1996) other than remuneration (section 71(5) Employment Rights Act 1996).
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A number of high profile cases have highlighted the escalating price to settle out of court because of bullying in the workplace.
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Pregnant employees have certain protected rights namely paid time off for antenatal care, maternity leave, maternity pay or maternity allowance and protection against unfair treatment, discrimination, or dismissal.
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