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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.

Discriminatory references - a cautionary tale

Discriminatory references - a cautionary tale

30 May 2017 by Peter Stevens

When people move jobs, prospective new employers often ask the employee’s former employer for a reference. The person giving the reference is under a duty to both the subject of the reference and the recipient, i.e. the prospective employer. That duty is not too onerous, but does require the reference to be factual... read more »

The General Election and employment law - update

The General Election and employment law - update

31 May 2017 by Marianne Wright

Following on from the announcement of the General Election to be held on 8 June, and Nicola’s article last month, we have summarised some of the key proposals relating to workers’ rights and changes to employment law put forward by the Conservatives, Labour and the Liberal Democrats now that they have published... read more »

A word on the EU General Data Protection Regulation

A word on the EU General Data Protection Regulation

30 May 2017 by Anna Rabone

As the drama of Brexit unfolds, the UK is starting to have to make decisions about which forthcoming EU legislation it will take on board despite being in the process of exiting the EU. One piece of EU legislation that has been confirmed as being part of the UK legal landscape in the... read more »

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 »

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