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In the case of serious irregularities in an employer’s disciplinary proceedings against an employee, the employee may be able to seek an injunction preventing the employer from dismissing them.
The Court of Appeal has upheld the EAT’s decision that while the harmonisation of terms post TUPE transfer can be for an ETO reason, it does not entail ‘changes to the workforce’.
The Employment Appeal Tribunal has recently clarified two important issues in relation to whistleblowing.
Five years on from the financial crisis and employees continue to face an uncertain future. The relentless downsizing and cost cutting continues unabated.
Unambiguous impropriety, without prejudice and dispute identification: EAT decision upholds sanctity of negotiation confidentiality
The judgment in this case provides an excellent overview of the use of without prejudice correspondence and the limitations of the definition ‘unambiguous impropriety’.
On 6 April 2014, the limits on certain Employment Tribunal awards and other amounts payable under employment legislation will increase.
The High Court has dismissed the challenge to the recently imposed fees regime in the Employment Tribunal system, brought by the trade union UNISON.
Court of Appeal decides that the collective redundancy provisions in TULRCA covered the closure of a US military base in UK
The obligation to consult about collective redundancies under section 188 of TULRCA may apply even where they come about due to the strategic decisions of foreign governments.
The TUPE Regulations 2014 came into force in January and made a number of changes to the existing legislative framework on transfers of undertakings and collective redundancies.
The Whistleblowing Commission was launched by Public Concern at Work to investigate how UK whistleblowing laws work and how they might be improved.
In July 2013, the EAT held that all the employees made redundant from two insolvent retail businesses were entitled to be collectively consulted, regardless of where they worked.
Acas has published the final draft of the statutory code of practice that will govern the new extended right to request flexible working.
This table details the original position under TUPE 2006, the proposal for reform, the government’s response and the new TUPE 2014 regulations for all areas of TUPE.
Parties to litigation need to consider the risk that their commercially confidential information may be disclosed, either to the other side or to the general public in the course of the litigation.
Addleshaw Goddard has released the January 2014 edition of its Corporate News publication.
Acas publishes final draft of statutory code of practice for handling flexible working requests and new non-statutory guidance
Acas has published the final draft of the statutory code of practice that will govern the right to request flexible working. It is accompanied by a more detailed non-statutory guide.
The TUPE Regulations 2014 came into force on 31 January 2014 and made a number of changes to the existing legislative framework on transfers of undertakings and collective redundancies.
It is not generally appropriate for the courts to intervene to remedy minor irregularities in the course of the disciplinary proceedings between employer and employee.
New Acas guidance published on asking and responding to questions of discrimination in the workplace
The existing statutory framework under which individuals can ask questions about discrimination in the workplace will be repealed on 6 April 2014.
In July 2013, the EAT controversially held that all the employees made redundant from two insolvent retail businesses were entitled to be collectively consulted.