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Addleshaw Goddard has advised Fircroft Engineering Services on a significant investment in a joint venture with a Saudi Arabian consultancy group.
The EAT has ruled that an employee of a British company, who worked remotely in Australia for family reasons, was protected against unfair dismissal and whistleblowing detriment.
Social media usage continues to put employees’ jobs at risk.
The recent case of ISG Construction Ltd v Seevic College  provides helpful guidance in relation to disputes involving non-payment which are referred to adjudication on ‘technicalities’.
The Acas Code of Practice on Disciplinary and Grievance Procedures has been revised to reflect the EAT’s decision in the case of Toal v GB Oils Ltd.
In this case, the Employment Appeal Tribunal considered whether a tribunal had erred in awarding a payment in lieu of a worker’s unused holiday allowance from previous leave years on the termination of his employment.
Disability discrimination: duty to make reasonable adjustments where employee unfit to return to work in any event
In this case the EAT considered whether an employer’s duty to make reasonable adjustments for a disabled employee was invoked where the employee was too ill to return to work in any event.
The update contains a round-up of key developments in this area during December 2014.
Addleshaw Goddard looks back at the key legislative developments for 2014.
Addleshaw Goddard gives an overview of future legislative developements for the coming year.
The High Court has dismissed UNISON’s second judicial review challenge of the tribunal fees system.
The European Court of Justice (ECJ) has confirmed that obesity may be a disability where it: ‘entails a limitation resulting in particular from long-term physical, mental or psychological impairments’.
There are inherent difficulties with work social events stemming from the fact that for the most part, a work-social event is just that — work.
Addleshaw Goddard gives an update on developments relevant to how an employer caluculates holiday pay in future.
In a business reorganisation, the duty to offer a woman on maternity leave a suitable alternative vacancy arises when the employer becomes aware that her role is redundant or potentially redundant.
An employer is unable to enforce restrictive covenants when the employee resignes if specific considerations are not included in the initial contract.
Addleshaw Goddard is to introduce new policies in the wake of the shared parental leave (SPL) regime, which came into force on 1 December 2014.
Up to Date: shared parental leave — our detailed guide to the new system; making sense of holiday pay; and more
Addleshaw Goddard has released the November 2014 edition of its Up-to-Date publication on employment law and developments.
Under the new system, eligible employees will have the right to share up to a maximum of 50 weeks’ leave and 37 weeks’ statutory pay with their partner.
An overview of how holiday pay works across the UK, Spain, Germany, France and Italy.