- Litigation / Dispute Resolution (79)
- Employment (67)
- Real Estate (35)
- Company/Commercial (25)
- Family (17)
- Public Sector/Local Authority (14)
- Tax (14)
- Insolvency & restructuring (11)
- Banking / Finance (10)
- Planning (10)
- Corporate (9)
- Personal tax / Trusts (9)
- Regulatory and compliance (8)
- Construction (7)
- Crime (6)
- Environment (6)
- Funds (6)
- Information Technology (6)
- Energy (5)
- Financial services (5)
- Pensions (5)
- Charities (4)
- Human Rights (4)
- Immigration (4)
- Business Tax (3)
- Healthcare (3)
- Licensing/Gaming/Betting (3)
- Other (3)
- Private Client (3)
- Competition/EU (2)
- Insurance/reinsurance (2)
- Intellectual Property (2)
- Media/Entertainment/Sport (2)
- Transport (Including aviation and shipping) (2)
- Clinical/Medical Negligence (1)
- Commodities (1)
- PPP/PFI/Commercial projects (1)
- Privacy and reputation (1)
- Private Equity (1)
- Telecoms (1)
Sort By: Newest first | Oldest first
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.
The EAT has determined whether the person who subjected the claimant to a detriment has to have knowledge of the protected act for a whistleblowing claim to succeed.
Disputes in the construction industry are common. Rebecca Huston considers the position in the absence of a contract and the benefit of properly documenting matters.
There are now a number of government-backed schemes in existence with the intention of making home ownership more affordable and accessible to the general public.
A court has held that in certain circumstances a collateral warranty may be a ‘construction contract’ that brings with it the requirements of the Construction Act.
This article is intended to offer developer clients an insight into the current state of play with flooding policy.
The Court of Appeal has confirmed that an employment tribunal is able to consider the reasonableness of a final written warning when assessing the fairness of a dismissal.
This is a useful case for small employers who often rely on the advice of HR consultants.
The Court of Appeal has now ruled that post-employment victimisation is indeed covered by the Equality Act.
The case of Heron v Sefton Metropolitan Borough Council considered whether there was any defence to an age discrimination claim regarding an enhanced redundancy scheme.
Workers have a right to be accompanied at a disciplinary or grievance hearing where their request to be accompanied is reasonable.
During the investigation, the employee in this case admitted to breaching patient confidentiality by having patient documents clearly visible in a public environment.
In Z v A, it was decided that the dismissal of a school caretaker based on police information about an unproven allegation of historic child sex abuse was unfair.
Winckworth Sherwood has released the 2014 spring edition of its Budget Summary.
This decision represents a welcome return to the ‘pay for what you use’ principle and strikes a fairer balance between different creditor and expense groups.
Winckworth Sherwood has provided a summary of the Trusts (Capital and Income) Act 2013.
The Home Office has published a consultation on the shift from centrally to locally set licence fees.
The Employment Appeal Tribunal has considered whether an employee was entitled to the national minimum wage for the hours she spent sleeping at work.
Gallop v Newport City Council demonstrates that an OH report cannot be relied on unquestioningly by the employer in deciding whether an employee is disabled.