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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.

The folly of forced

The folly of forced "retirement"

30 May 2017 by Peter Stevens

It is now over 6 years since the default retirement age of 65 was abolished, but some employers still haven’t accepted that. We have advised several clients on how to address an ageing workforce, and in the main they have managed to deal with issues fairly with the employee, and at the same... read more »

All by myself? Employees and the right to be accompanied

All by myself? Employees and the right to be accompanied

31 May 2017 by Marianne Wright

Employees (and workers) have the right to be accompanied by a trade union representative or a fellow worker of their choice at a disciplinary or grievance hearing (section 10 of the Employment Relations Act 1999). If an employer does not allow the employee their right to be accompanied, the employee can bring a claim... read more »

The General Election and employment law – and 4 more Bank Holidays?

The General Election and employment law – and 4 more Bank Holidays?

28 April 2017 by Nicola Brown

When Theresa May announced that an election will be taking place on 8 June, many people were taken by surprise. The timing of the election and the fact that Parliament shuts down means that there are a number of ways in which planned legal changes may be delayed. If the current polls... read more »

Coming back to bite – employee fairly dismissed for historic tweets

Coming back to bite – employee fairly dismissed for historic tweets

28 April 2017 by Anna Rabone

There can be situations where an employer only finds out about misconduct committed by an employee some time after it occurred. The question is can the employer then do anything about that historical misconduct? A recent Employment Tribunal case examined this question (Creighton v Together Housing Association Ltd). The facts of the case... read more »

Dismissals for “some other substantial reason”

Dismissals for “some other substantial reason”

28 April 2017 by Peter Stevens

Under the provisions of the Employment Rights Act 1996, there are 5 potentially fair reasons why an employer may dismiss an employee. The main ones are: the conduct of the employee, the capability of the employee (which may be their competence in doing the job, or their inability to perform their role... read more »

Redundancy – but no redundancy pay?

Redundancy – but no redundancy pay?

28 April 2017 by Marianne Wright

As we highlighted in Nicola’s previous article, there are situations in which an employee can lose their entitlement to a redundancy payment if they unreasonably refuse an offer of suitable alternative employment from their employer. What makes an alternative role suitable? Whether an alternative role is suitable is an read more »

Dismissing employees on long-term sickness absence

Dismissing employees on long-term sickness absence

24 March 2017 by Peter Stevens

Many employers will at some stage be faced with the issue of an employee who is on long-term sickness absence. This can be a difficult issue to deal with, both legally and from a human point of view. The Court of Appeal in the recent case of O’Brien v Bolton St... read more »

Are reasonable adjustments still required if a disabled employee hasn't asked for them?

Are reasonable adjustments still required if a disabled employee hasn't asked for them?

31 March 2017 by Marianne Wright

The recent case of The Home Office (UK Visas & Immigration) v Kuranchie (2017) concerned whether the Home Office had failed to make reasonable adjustments in relation to a disabled employee. Ms Kuranchie suffered from dyspraxia and dyslexia, and found that due to her disabilities, it took longer for her to complete her... read more »

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