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News

News

Employment law is constantly changing, both in terms of legislation and when new case law develops. We can advise you of significant developments when they occur, summarising what you need to know in our clear, user-friendly email updates. As always, we will be focused on how the law will affect your workplace in practice, so that you can be best equipped to deal with any changes.

Taxi for Uber! – Part 2

Taxi for Uber! – Part 2

10 November 2017 by Marianne Wright

It’s been almost a year since we reported on the Employment Tribunal case brought by a number of Uber drivers, who successfully argued that they were ‘workers’ (as opposed to self-employed contractors) and therefore entitled to rights such as the right to be paid the National Minimum Wage and the right... read more »

Going mobile – what you need to know about mobility clauses

Going mobile – what you need to know about mobility clauses

23 October 2017 by Anna Rabone

Mobility clauses are often a standard part of contracts of employment. They generally say that an employer can require an employee to work at a different location on a temporary or permanent basis, and will usually specify a geographical area to which the clause applies. I am sure you will agree that they can... read more »

The new right to parental bereavement leave – what you need to know

The new right to parental bereavement leave – what you need to know

27 October 2017 by Nicola Brown

Currently, when an employee suffers a bereavement the only statutory right is to unpaid time off for dependents, which is limited to ‘reasonable’ time off for emergencies relating to dependents and making arrangements following a death. As I have written about previously here, although most employers do offer some form of... read more »

Exhibit A: the importance of evidence in disciplinary proceedings

Exhibit A: the importance of evidence in disciplinary proceedings

30 October 2017 by Marianne Wright

We consider two recent tales from the Tribunal, which highlight important issues around evidence when taking employees through a disciplinary procedure. Vorajee v Royal Mail Group Limited (2017)  Mr Vorajee booked a flight to Mumbai, with the intention of booking time off work at short notice. However, his wife had an accident and so... read more »

New teeth for HMRC – offence of failure to prevent the facilitation of tax evasion

New teeth for HMRC – offence of failure to prevent the facilitation of tax evasion

23 October 2017 by Anna Rabone

The Criminal Finance Act 2017 has created a new corporate offence of failing to prevent the facilitation of tax evasion. The new offence means that companies can be prosecuted if they have failed to prevent tax evasion in the UK, and anywhere else in the world, committed by an ‘associated person’ of the... read more »

Every little helps - or does it?

Every little helps - or does it?

23 October 2017 by Peter Stevens

It’s pretty obvious really, but if an employee is dismissed and feels that they have been treated unjustly, they are likely to feel bitter towards their former employer. For those who have the required 2 years’ service to bring a claim for unfair dismissal, they potentially have a remedy through the Employment Tribunal system. ... read more »

The risks of suspending an employee

The risks of suspending an employee

28 September 2017 by Anna Rabone

When disciplinary allegations come to light against an employee, sometimes it becomes necessary for an employer to consider whether they should suspend the employee whilst an investigation is undertaken. As our previous articles (here and here) have stressed, suspending an employee is not something to take lightly and it... read more »

Watch your words – the risk of age discrimination

Watch your words – the risk of age discrimination

28 September 2017 by Peter Stevens

The concept of age discrimination has been with us since 2006, and despite the fears expressed by some when it was introduced, claims relating to ageist comments have been relatively few in number. However, the fact that claims in respect of ageist comments are relatively rare does not mean that employers and their employees... read more »

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