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The ‘costs’ of facing an employment tribunal claim: increase in compensation rates, penalties and fees
From 6 April, the statutory limits on the level of compensation that employment tribunals can award will go up. What does this mean for employers?
The Technology and Construction Court recently decided that claims that had been advanced in negligent misstatement and misrepresentation could not be adjudicated.
The EAT has confirmed that the restriction of a surviving civil partner’s pension to the member’s post-4 December 2005 pensionable service is compatible with EU law.
There is an increasing focus on defined-contribution investment issues.
In Hillcrest Homes v Beresford and Curbishley, the TCC decided that claims that had been advanced in negligent misstatement and misrepresentation could not be adjudicated.
HMRC has issued a keenly awaited announcement in response to the CJEU’s ruling in PPG Holdings BV (C-26/12).
The growing number of age discrimination cases offers a stark reminder to employers to think twice before basing any headcount reduction policies on age.
The Court of Appeal has given clarification on the threshold that an applicant must meet in order to obtain pre-action disclosure.
On 10 December 2013, HMRC published the 2014 Draft Finance Bill. The new rules will come into effect from 6 April 2014.
The long-trailed changes to the Transfer of Undertakings (Protection of Employment) Regulations came into force on 31 January, together with updated TUPE guidance.
Public interest disclosures will continue to make headlines this year.
Will dismissal always fall within the range of reasonable responses where gross misconduct is found?
We begin the year with the changes to the Transfer of Undertakings (Protection of Employment) Regulations, which came into force on 31 January.
From 6 April 2014, the majority of prospective claimants will be required to contact Acas before they can lodge proceedings at the employment tribunal.
We begin 2014 with a fresh reference to the CJEU on whether UK law correctly implements the European Collective Redundancies Directive.
Calculating the correct amount of holiday pay owed to a worker can prove to be a tricky task for an employer as it is dependent upon various factors.
Does the fact that a person is obese mean they are, or could be, ‘disabled’? The CJEU has been asked by Denmark whether discrimination on the grounds of obesity is contrary to EU law.
All employees who have worked for their employer for 26 weeks or more will have the right to request flexible working, rather than just parents or carers.
Described by the government as failing to increase pre-hearing settlements, the Equality Act 2010 questionnaire procedure relating to discrimination will be abolished from 6 April.
Wragge & Co has been named in lesbian, gay and bisexual (LGB) charity Stonewall’s Workplace Equality List, which ranks the best employers for LGB equality.