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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.
Merlin Financial Consultants Ltd v Cooper, concerning 12-month non-competition restrictive covenants, suggests that they are easier to enforce in the financial services sector.
A recent decision reminds us that if a party to a dispute refuses to engage in a form of alternative dispute resolution, then a punitive costs order might be made against it.
Service charge disputes are common in the landlord and tenant relationship, whatever the nature of the property being leased.
C, in his fifties, was employed by LLoyds Bank. During a discussion with C’s manager regarding performance concerns, C claimed his manager said to C: ‘You’re not 25 anymore’.
In Eastlands Homes Partnership Limited v Cunningham the EAT confirmed the correct approach to determine whether a claimant has been unfairly dismissed for gross misconduct.
Two migrant domestic workers from Nigeria brought claims of direct and indirect race discrimination in the Employment Tribunal.
This briefing discusses Capgemini India Private Ltd and another v Krishnan and others (the employees).
A recent insolvency case in which a late application to adjourn the trial of an application under IA 1986 fell foul of the Mitchell principles is interesting in a number of respects.
Since fees were introduced for claims received on or after 29 July 2013, there has been a drop of 79 per cent in the number of claims compared with the same period in 2012.
The EAT has confirmed that dismissal arising out of absences for post-natal depression after maternity leave had come to an end did not constitute discrimination.
The EAT considered whether a worker was prevented from bringing a sexual discrimination and harassment claim against her employer because she was working illegally.