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The claimant in Jobcentre Plus v Jamil worked in a job centre some 80 minutes’ travel time from home.
BIS has announced that the extension of the right to request flexible working to all employees with 26 weeks’ service will be ‘available’ from 30 June this year.
PC Keohane’s status as a dual narcotics dog handler was important in that it enhanced her career prospects and gave her an opportunity to earn overtime.
Hogan Lovells has been shortlisted in the Transparency Award category at the Opportunity Now Excellence in Practice Awards 2014.
Hogan Lovells’ ‘Breaking Barriers’ diversity initiative has hosted a series of events across offices in Asia and the Middle East to celebrate International Women’s Day.
The new compensation limits for dismissals taking place on or after 6 April 2014 have been published.
Ever since the Equality Act came in, there has been uncertainty as to whether it covers post-employment victimisation.
Elizabeth Slattery, a partner in Hogan Lovells’ employment team, has commented on a Court of Appeal ruling confirming that post-termination victimisation is unlawful.
The EAT had to decide two main issues: had the claimant made a ‘disclosure’? Did he suffer detriment as a result of that?
The claimant in The Solicitors Regulation Authority v Mitchell had agreed with her employers that she could work from home two days each week to facilitate childcare arrangements.
A section in last year’s Enterprise and Regulatory Reform Act is coming into force for claims started on or after 6 April.
A small fire broke out in a children’s nursery. The claimant was accused of having tried to start the fire and was dismissed for gross misconduct.
Hogan Lovells has advised Kuwait Petroleum International on the Italian Shell acquisition.
The EAT has given a judgment ordering an employer to repay to the employee the EAT fees that he incurred in bringing an appeal.
From 6 May 2014, claimants will only be able to lodge a claim with the Employment Tribunal if they have first referred a complaint to ACAS for early conciliation.
An employer is liable not only for the discriminatory acts of its own employees, but may also be liable as principal for discriminatory acts carried out by its agents.
When the claimant in Vision Events (UK) Ltd v Paterson was made redundant, he asked to be paid for in excess of 1,000 hours of flexitime.
For a dismissal to be fair, the employer must show that the reason for dismissal or, if more than one, the principal reason, is one of the categories of potentially fair reason under the legislation.
The claimants transferred to the employer, after which the college employed some 3,500 staff on 37 different sets of terms and conditions of employment providing offender learning services.
Hogan Lovells has advised Héroux-Devtek on the $128m acquisition of APPH and APPH Wichita (together APPH), subsidiaries of BBA Aviation.