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An employee cannot bring a breach-of-contract claim for losses flowing from the manner of dismissal even where the dismissal is in breach of an express contractual disciplinary procedure.
Employers should be aware of a number of recent developments in the employment law arena.
The government has published its response to the consultation on how mandatory equal-pay audits will operate, together with the draft regulations that will govern the new system.
The Small Business, Enterprise and Employment Bill sets out a number of further reforms to the employment law landscape.
The government will ban the use of ‘exclusivity clauses’ — which provide that the employee is not entitled to work for another employer.
The EAT has held that a claimant lost his right to claim constructive dismissal where he gave his employer considerably longer notice of termination than he was obliged to do.
EAT holds that the mental processes of anyone influencing a decision maker should be taken into account
In Reynolds v CLFIS (UK) Ltd and others, the claimant alleged that the termination of her consultancy agreement was discriminatory on the grounds of age.
Madarassey, Mezzoterro, Villalba: there was a time when the papers were full of reports of women with six-figure salaries taking on their employers in tribunal.
Annabel Mackay, managing associate at Addleshaw Goddard, comments on the government’s response to its call for evidence on the whistleblowing framework.
A recent Employment Appeal Tribunal judgment — Clements v Lloyds Banking plc — highlighted the way in which age discriminatory remarks can result in protracted litigation.
The Unfair Dismissal (Variation of the Limit of Compensatory Award) Order 2013 has varied the limit on the compensatory award available in unfair dismissal claims.
The ECJ has held that where a worker is paid by way of basic salary and regular sales commission such commission must also be included in the calculation of holiday pay.
Two new immigration statutory Codes of Practice (replacing previous versions) were released by the government on 16 May 2014.
The guide provides advice on how to support trade union members who are autistic to secure the workplace adjustments they may need.
TUPE: service provision change occurred despite significant change in the way activities carried out post-transfer
The Employment Appeal Tribunal (EAT) considered the Employment Tribunal’s approach towards identifying whether there had been a service provision change.
The Supreme Court has allowed the appeal in Clyde & Co v Bates van Winkelhof, ruling that LLP members can be workers for the purposes of whistleblowing legislation.
Deadline for providing ELI increases from 14 to 28 days for TUPE transfers taking place on or after 1 May 2014
The increase to the deadline for providing employee liability information (ELI) from 14 days to 28 days had a delayed implementation date.
When defending any claim, the key question that you will be asked from the business line is what is the financial exposure?
Can an ET insist expert medical evidence is provided about an alleged disability and the employer should bear the cost of obtaining it?
The EAT has overturned an tribunal’s decision that a claimant’s disability status could not be resolved without expert medical evidence being obtained.
ECJ confirms that commissioning mothers under surrogacy arrangements are not entitled to maternity leave
The ECJ has held that a woman who becomes a mother by way of a surrogacy arrangement does not have the right to maternity leave under the Pregnant Workers Directive.