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Jessica Smeaton looks at the government’s new consultation paper and the impact on large employers.
Advice about employment status is equally important to employers and the ‘self-employed’.
How interesting: the public interest disclosure requirement of s.43B(1) of the Employment Rights Act
Not everything that may be interesting to the public is likely to be ‘in the public interest’. But is that a commonly held or understood view?
TUPE applies where a client decides to engage a new service provider instead of an existing one, but what if the client instructs the existing service provider to remove an employee from the contract before the TUPE transfer takes place?
The difficulty in TUPE transfers in deciding which employees are transfered to the new employer if the client has given an express instruction that it does not want a particular employee to continue to work on the contract.
There is always an employment law dimension in Queen’s Speeches, and this one is no different, says Mugni Islam-Choudhury.
There’s less Employment Tribunal advocacy work around now, but one area developing fast is investigations.
The EAT has recently ruled that for the purpose of the TUPE Service Provision Change rules in certain circumstances a ‘client’ is not limited to one legal entity and can include a group of clients who act in concert.
It goes without saying that physical violence in the workplace is unacceptable. However, that doesn’t mean that the employee should be automatically sacked.
Where is the boundary between assistance and being in the arena, and how does the internet impact on that?
Helen Barney discusses the landmark Employment Appeal Tribunal case concerning holiday pay of Bear Scotland & others v Fulton & Ors, Hertel (UK) Ltd v Mr Woods & Ors and Amec Group Ltd v Mr Law & Ors.
Anthony Korn considers the Court of Appeal ruling in Sunrise Brokers LLP v Rogers .
In a health and safety prosecution concerning a dairy farm Tim Pole of No5 Chambers acted for the HSE.
Excelerate Technology Ltd paid its former technology director Lindsay Cumberbatch £62,500 as consideration for agreeing to the extension of post-termination restrictions at the time of his redundancy.
Russell Holland reviews the case of Game v Laws, which concerned an employee who was dismissed for making offensive “tweets”.
Naomi Owen looks at the recent decision from HHJ Eady QC in Blackwood v Birmingham and Solihull Mental Health NHS Foundation Trust .
A zero-hours contract is not a term of legal art, although a definition has been attempted in the Small Business, Enterprise and Employment Bill.
Richard Hignett, employment barrister at No5 Chambers, has given a talk titled ‘Let’s have a chat (off the record)’ at the Annual Employment Seminar 2014.
Nabila Mallick, barrister at No5 Chambers, has been invited to speak at the Health and Wellbeing at Work Conference 2015.
The Employment Appeal Tribunal has ruled that overtime (voluntary or not) should be taken into account when holiday pay is calculated.