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Ilott case was simply the application of long standing principles...
Advice about employment status is equally important to employers and the ‘self-employed’.
Practical implications of judgment for developers’ negotiations on small-scale and brownfield sites.
…after council prosecuted a defective Breach of Condition notice...
Claimant probably suffered feelings of ‘confusion […] frustration and/ or helplessness and injustice’ – particularly after getting no compensation.
Insufficient safeguards in place to protect information.
Scandals such as Stafford hospital could remain uninvestigated after institutional overreaction.
Why most cases against journalists prosecuted under Operation Elveden failed.
Judgment of interest to all those involved in local plan examination.
Among the quesions answered here is – what is the position with regard to liability?
The Secretary of State has consented to the quashing of his own decision dated 17 March 2015 to dismiss an appeal against refusal of outline planning permission for up to 189 dwellings.
The ECJ’s decision in West Tankers limited the use of anti-suit injunctions in a case where they could have prevented inordinate delay.
A practical guide on the pitfalls local planning authorities should avoid.
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?
If local veto rights apply to wind farms what next – prisons, fracking, gypsy sites?
Supreme Court rules that children are in no better position to win asylum than anyone else.
Young country turns to revered legal system.
…and procedural rules for litigants in person: the Re H (Children) case.
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.