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This question was recently considered by the EAT in Betsi Cadwaladr University Health Board v Hughes & Ors. Mrs Hughes was a senior nurse with 31 years’ service.
The turbulent economic climate of recent years has heightened the importance to litigants (and their advisers) of establishing the solvency of all parties to proceedings.
The concept of constructive dismissal is rooted in contract law.
Opinion on the use of zero-hours contracts is mixed, but they are prevalent in the higher and further education sectors.
Joint ventures between higher education institutions have become increasingly common. But what should you do when things don’t go according to plan?
Many Tier 2 sponsors have reported to us that their sponsored migrants have approached them with questions about supplementary work.
Recent discussions with clients make it clear that the industry practice for tutors varies, and that some clients employ tutors while others wish to keep them as self-employed.
Immigration Update — May 2014: the Immigration Act 2014 — what it means for employers and migrant workers
Under the Act, the number of immigration decisions which can be appealed has fallen from 17 to four.
It is increasingly common, particularly in the IT sector, for businesses to send their Tier 2 sponsored migrants to work, on a temporary basis, at client sites.
Of the many changes to the Immigration Rules on 6 April 2014, the Tier 1 (General) sub-category was greatly affected.
Immigration Update — May 2014: new right-to-work checks — easier to get it right, but more serious if you get it wrong
On 16 May 2014, new rules on the prevention of illegal working came into force that affect three areas.
The Home Office has announced its plans to launch a passport return service pilot for migrants applying by post for indefinite leave to remain in the UK under Tier 2.
Covert recordings of disciplinary and grievance hearings were admissible into evidence at a tribunal hearing.
The government has introduced an order changing the requirements for checking the right to work of current and prospective employees.
Paul Mander argues that smokers already get a pretty bad press and that banning e-cigarettes in the workplace is just overly interfering.
Eugene Wojciechowski argues that employers should not be encouraging employees to become addicted to e-cigarettes.
Numerous changes that affect migrants and non-migrants alike will now be introduced by the Immigration Act 2014.
It is worth knowing that employers can benefit from getting employees to affirm existing restrictive covenants when they leave employment.
Hotels and leisure update — April 2014: top 10 employment law issues affecting the hospitality sector in 2014
What does 2014 hold for the HR hospitality industry? Julian Yew summarises the key legal developments for hoteliers, restaurateurs and food service caterers.
In a whistleblowing case, is it possible to distinguish between protected disclosures and the manner in which the whistleblower pursues his complaint? The EAT says yes.