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Travers Smith has lost a discrimination case brought against it by a former trainee who claimed she was not given a permanent job because of her pregnancy.
The Spring 2013 issue of Mills & Reeve’s Employment Post is available now.
The April 2013 issue of King & Wood Mallesons’ China Bulletin is available now.
Dacheng has a profound appreciation of the importance of labour law issues to its clients and attaches high importance to the quality of its services in this area.
The workplace in 2013 and beyonddownload
Two new acts were passed by Parliament in April 2013 that, when brought into force, will largely complete the Coalition’s programme of employment law reform.
Walker Morris announces two partner promotions as well as eight director promotions.
It is debatable how useful post-termination restrictions are and to what extent they can really provide any protection.
Recognised as one of the market’s top employment and benefits practices, we offer clients a truly integrated approach.
Taylor Wessing has added a fresh batch of data-protection-focused content to its Global Data Hub site.
When a key employee leaves, employers can find themselves facing difficult practical and legal issues over who to replace them with.
The Information Commissioner’s Office (ICO) has published new guidance on ‘bring your own device’.
Hogan Lovells has released the 13 May edition of Employment News.
For many employers, the key to having a productive and high-performing workforce is recruiting the right people.
The Coalition has released its workplace relations policy with a statement that the policy ‘will not re-introduce Australian workplace agreements, nor will it weaken safety nets or cause any Australian worker to go backwards’.
An exclusive remedies clause provides that a party’s remedy for breach of contract is restricted to the form of redress expressly prescribed in the contract to the exclusion of all other remedies that would otherwise be available at law.
The May 2013 edition of Addleshaw Goddard’s European Employment Law Update is available now.
When negotiating a contract for the provision of services, the legal implications of TUPE should inform the commercial position of the parties.
Employers need to take enhanced care when contemplating adverse action against an employee who may qualify for whistleblower status.
Although changes to the collective redundancy consultation regime introduced last month have been well publicised, some important things are not changing.
The Employment Appeal Tribunal has handed down a helpful decision on identifying the affected employees with whom information and consultation must take place on a TUPE transfer.