News

Michael Gove announced on 26 February 2023 that social housing managers must gain professional qualifications.

Employers must appoint the right investigating officer, approach suspension with caution and gather as much evidence as possible, advises Jane Bowen

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.

As the midnight deadline for gender pay gap reporting approached on 4 April, thousands of employers rushed to publish their data in time.

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.

In Jakowlew v Nestor Primecare Services Ltd t/a Saga Care and another, the EAT reinforced a strict application of TUPE, ruling that, despite a contractual breach on the part of a transferor to remove an employee from a contract which was to be transferred, the employee in question remained subject to TUPE.

In Mbuyi v Newpark Childcare (Shepherds Bush) Ltd the Watford Employment Tribunal held that a Christian nursery assistant who was dismissed for expressing her belief that homosexuality is a sin was discrimination on grounds of religion.