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More applications for entry clearance and appeals against refusals should now succeed...
Judge not convinced that the fact the Claimant was required to be on the premises meant sleeping was working.
Unison appeal dismissed. Now we await the review.
You like logic puzzles? You’ll love this...
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.
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 .
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.
The Employment Appeal Tribunal has ruled that overtime (voluntary or not) should be taken into account when holiday pay is calculated.
The Collective Redundancies and Transfer of Undertakings (protection of Employment) (Amendment) Regulations 2014 came into force on 31 January 2014.