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In Southern v Britannia Hotels Ltd, an employment tribunal granted a significant award of £19,500 to a zero-hours worker who was subjected to harassment by her line manager.
In Williams and Leeds United Football Club the High Court considered whether the claimant was entitled to be paid 12 months’ notice pay, despite having been found by his employer to have sent pornographic images to three individuals five years earlier.
The recent Employment Appeal Tribunal decision in Henderson (‘H’) v GMB provides further guidance regarding discrimination or harassment on the basis of a ‘philosophical belief’...
The EAT gave the first appellate decision on the meaning of the words ’public interest, which were added to whistleblowing legislation in order to exclude whistleblowing complaints based solely on breaches of a worker’s own contract of employment.
The ECJ has released its judgment in a case that concerned the meaning of ‘establishment’ in the European Collective Redundancies Directive.
HR Update, issue 3: guidance on changing the staff handbook; diabetic employees; flexible leave arrangements; and more
Also: no requirement to take every possible step when investigating whether an employee is disabled.
‘Emily Brand, partner at Winckworth Sherwood and head of the family law department, is speaking at the Midtown Business Club event ‘Does smart working work?’ on Tuesday 24 March.
Budget summary: spring 2015 download
An overview of the main changes outlined by the Chancellor.
The EAT considered whether an employee who said she was too ill to resign for 18 months and who received 39 weeks’ sick pay during that period had affirmed her contract.
It is possible for employers to defend unfair dismissal claims arising from inappropriate use of social media even if the misconduct is not work-related.
A recent case considered whether to strike out a caste discrimination claim on the basis that caste is not expressly stated in the Equality Act 2010.
A recent European Court of Justice decision suggests that obesity could be regarded as a disability for the purposes of EU (and UK) law.
Following years of litigation on collective redundancy folliwing the demise of Woolworths we may be on the cusp of a return to a more employer-friendly position.
Inflation has, in recent years, occupied an almost permanent slot in our news headlines.
The EAT considered whether an employee had accepted a change to her terms and conditions of employment by continuing to work for a period of nine years without expressly objecting to the change.
The recent case of Sefton Borough Council v Wainwright clarified the position. This case is especially relevant to employers who propose making redundancies in connection with a restructuring process.
The Employment Appeal Tribunal (EAT) ruling in Dyer v London Ambulance NHS Trust is a rare example of a case where no “reasonable adjustments” could be made to the workplace.
Winckworth Sherwood increases its employment team to five partners with the appointment of Withers’ Andrew Yule.
The Royal Bank of Scotland restructured the division in which Ms Palmer worked and she was placed at risk of redundancy.
The Employment Appeal Tribunal gave an important ruling on 4 November 2014 in Bear Scotland v Fulton.