- Employment (66)
- Company/Commercial (16)
- Real Estate (14)
- Construction (7)
- Family (7)
- Insolvency & restructuring (6)
- Information Technology (5)
- Corporate (4)
- Human Rights (4)
- Planning (4)
- Banking / Finance (3)
- Crime (3)
- In-House (3)
- Personal tax / Trusts (3)
- Private Client (3)
- Tax (3)
- Competition/EU (2)
- Environment (2)
- Financial services (2)
- Immigration (2)
- Pensions (2)
- Regulatory and compliance (2)
- Business Tax (1)
- Funds (1)
- Healthcare (1)
- Media/Entertainment/Sport (1)
- Privacy and reputation (1)
- Private Equity (1)
- Public Sector/Local Authority (1)
- Transport (Including aviation and shipping) (1)
Sort By: Newest first | Oldest first
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.
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.
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 presents a flowchart showing show divorce and financial proceedings work together.
Negotiating the settlement of a dispute is rarely straightforward.
This briefing, which has been written by Winckworth Sherwood’s family law experts, provides an overview of the procedure involved.
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.
The EAT has considered whether an employee who had repudiated his employment contract could bring a constructive dismissal claim following his employer’s subsequent repudiatory breach of contract.
Katie Spooner has joined Winckworth Sherwood’s family team, while partner Emily Brand has been made head of family law.
HRMC has published new guidance which sets out the circumstances in which a holding company may recover VAT.
The Court of Appeal has handed down a decision which reminds us of the importance of carefully considering the treatment of VAT during any land transaction.
Arguably, your will is the single most important document you will sign during your life.
The doctrine of legal professional privilege has been at the heart of the lawyer-client relationship since its origins in the 16th century.