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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.
In its decision of 28 October 2014, the Court of Appeal has sensibly overturned the High Court decision in Phillips v Francis.
A private trustee’s duties can be onerous and it is important that a trustee is aware of them before accepting the office of trustee.
On the making of a bankruptcy order, the bankrupt’s estate vests in the trustee in bankruptcy. However, it is not always clear exactly what falls within the bankrupt’s estate.
The Court of Appeal recently handed down a decision that will be welcomed by consultants and developers alike.
The Court of Appeal has held that administrators must make payment in respect of rent for any period during which he retains possession of the demised property.
Obesity is estimated to affect around one in four UK adults. The EU advocate-general’s recent non-binding opinion may give rise to significant implications for employers.
The fact that an employee is on sick leave is a relevant consideration when determining whether a delay in resigning would prevent a claim for constructive dismissal.
The Court of Appeal has considered whether the High Court made the right decision in re-writing a 12-month non-compete covenant so that it made commercial sense.
The EAT considered whether a clause, which enabled the employer to deduct a month’s salary if an employee failed to work their notice period, constituted a penalty clause.
James Lynas, a partner at Winckworth Sherwood specialising in education employment law, highlights easily avoidable human resources errors that can cost schools dear.
Whether a bribe or secret commission obtained by an agent is held by the agent on trust for his principal was recently considered by the Supreme Court.
Protecting confidential information is understandably an important issue for most employers.
A member of an LLP is a ‘worker’ within the meaning of the Employment Rights Act 1996 and therefore qualifies for whistleblowing protection.
This case will remain relevant when assessing whether any future legislation regarding the disclosure of historic cautions or warnings breaches the right to private life.
The Court of Appeal has held that an employer has no duty to make reasonable adjustments for a non-disabled employee associated with disabled people.
When calculating statutory holiday pay for their employees, UK employers need to take into account not just their basic pay but also contractual commission.
An employee can accept a repudiatory breach of contract if a longer notice period is given than required by the contract of employment.
G, who was employed by the bank until her resignation, lodged a claim at the employment tribunal, alleging sexual harassment, sex discrimination and constructive unfair dismissal.