In an unusual case, the Employment Appeal Tribunal has upheld a finding that an employee who gave her employer a letter giving “one month’s notice” was not actually a letter of resignation.
In considering a claim for victimisation, the Employment Appeal Tribunal has held an employee did not act in bad faith even though his allegations were made with an ulterior motive.
The Employment Appeal Tribunal has held an employee was unfairly dismissed when her employer refused to postpone a disciplinary hearing for to allow her union representative to attend.
Following a referral by the Court of Appeal, the European Court of Justice (CJEU) has ruled that a worker who was miscategorised as self-employed is entitled to accumulate rights to paid annual leave where his employer had denied him the opportunity to exercise that right.
The Court of Appeal has overturned a decision of the EAT and confirmed only the mindset of the decision maker is relevant when determining if a decision to dismiss is automatically unfair.
The Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994 (the 1994 Order) gives an Employment Tribunal jurisdiction to hear common law claims made by employees for damages arising out of breaches of contract. Claims made under the 1994 Order must be brought within three months of termination of the contract giving rise to
In March this year, the Government introduced the Modern Slavery Act 2015 to tackle slavery, servitude, forced or compulsory labour and human trafficking in England and Wales.