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In Senior v Rock UK Adventure Centres & Ors the High Court has ordered a defendant employer to disclose details of its employers’ liability insurance policy.
The Queen’s Speech sets out the newly elected government’s plans to make a number of changes that will impact on employment law.
The Employment Tribunal recently decided that words could be added to the Working Time Regulations 1998 to allow conformity with the Working Time Directive.
The High Court has handed down an important decision on the scope of statutory collective bargaining under Schedule A1 of the Trade Union and Labour Relations (Consolidation) Act 1992.
In Easton v B&Q, the High Court considered whether an employer was liable for an employee’s psychiatric illness, allegedly caused by stress at work.
Claimants will need to plead each alleged discriminatory act separately, rather than asking an ET to take a composite view.
This update contains a round-up of key developments in this area during May 2015.
Employee Incentives Update – April 2015: HMRC, corporate governance, company law and accounting for share incentives
This update contains a round-up of key developments in this area during April 2015.
Annabel Mackay examines the employment implications of the new Senior Managers and Certification Regime and Code of Conduct.
An employer’s conclusion that its employee had committed suicide, meaning that his widow was not entitled to receive a death-in-service payment, was unreasonable.
Gard Marine v China: if a contract requires insurance the court will assume the parties have agreed to look to their insurers for indemnification.
Implications of the EAT’s recent decision on the meaning of ‘public interest’.
The ECJ has confirmed that ‘establishment’ means the local employment unit to which the redundant worker is assigned.
A warning given in bad faith could not be relied on for the purpose of determining whether there was sufficient reason to dismiss an employee.
FAQs and action points for companies that have issued bearer shares...
There are a number of issues companies should consider now so as to prepare themselves for the changes.
Employers with 250 or more employees will have to report on the gender pay gap in their business.
The PCBS made a series of recommendations in its June 2013 report which were designed to encourage employees to ‘blow the whistle’ and for the FCA to take a greater role in ensuring compliance.
Four key themes emerged from the responses to the Equality and Human Rights Commission’s call for evidence. Employers should familiarise themselves with the new EHRC guidance when it is published.
As well as the minimum wage and tax changes, pensions, special purpose share schemes and company cars are getting a political tweak.