From thought leadership pieces to basic training resources, our lawyers regularly produce leaflets, briefings, newsletters and brochures. Our aim is to help keep our clients ahead of the curve.

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D-BRIEF – Employment & Pensions Blog: Dismissing a whistleblower
The Employment Appeal Tribunal (EAT) has upheld a Tribunal judgment that a whistleblower who was dismissed for criticising a colleague was not automatically unfairly dismissed.
Chairs and CEO’s – a critical relationship under the spotlight
2021 has seen the relationship between chief executives and non-executive board members of “not for profit” entities under the spotlight.
Devonshires Quarterly Banking Update – October 2021
Issued every three months, the Banking Update provides you with a brief snapshot of what our team have been up to, as well as a look at any big sector updates or changes.
Increasing SHPS defined benefit contributions – What are your options?
The SHPS 2020 valuation results were not good news for participating employers who had hoped that, after paying increased deficit contributions from 2019, the deficit in the scheme would have decreased on this occasion.
D-BRIEF – Employment & Pensions Blog: Mental Health in the Workplace
Following World Mental Health Day on Sunday 10th October 2021, we are reminded of the importance of mental health. Employers are becoming increasingly aware of the need to improve their emotional intelligence, develop compassion and demonstrate that they care about their employees.
D-BRIEF – Employment & Pensions Blog: Government Introduces One Week of Unpaid Leave for Carers
Following a consultation that took place last year, the Government has announced that they will be introducing an entitlement to one week’s unpaid leave for carers. This is in recognition of approximately five million people in the UK providing unpaid support to an elderly or disabled relative or friend, whilst juggling other responsibilities including paid employment.
D-BRIEF – Employment & Pensions Blog: Consultation on changes to flexible working requests
Last week, the government published a consultation document, “Making flexible working the new default” which includes its proposal to allow all employees to request flexible working arrangements from day one of their employment, replacing the current 26 week wait period.
Capital Funding Guide Update 22/09/2021 – Existing Shared Ownership Model Leases
You will no doubt have seen Homes England’s e-mail of 22/09/2021 concerning the “Shared Ownership Model Lease update”.
D-BRIEF – Employment & Pensions Blog: Flexible working and indirect sex discrimination
This week has seen the opening of a new Government consultation on proposals to change the current flexible working framework. These proposals include making the right to request flexible working a day one right and consideration being given to the business reasons for refusing requests and the administrative process for dealing with these. Following the fundamental shift to flexible working during the pandemic, as employers now start requiring employees to return to the more traditional office based 9-5, we anticipate there will be an increase in flexible working requests.
Strategic Land Series – Planning Considerations
In the fourth edition of the Strategic Land Series, Hannah Langford, a Partner in the Real Estate & Projects team at Devonshires, will discuss current policies and legislative proposals. Previous editions of this series have focused on Option Agreements, Promotion Agreements, and Hybrid Agreements.
D-BRIEF – Employment & Pensions Blog: Refusal to allow an employee an appeal against a redundancy is not the be all and end all but it is an important factor
In the case of Gwynedd Council v Barratt, the UK Court of Appeal has ruled that the refusal by the employer to allow an employee the right to an appeal against their dismissal by reason of redundancy, was a relevant factor in determining whether the dismissal was unfair or not; however, it would not make the dismissal inevitably unfair.
D-BRIEF – Employment & Pensions Blog: Personal Injury Claim able to proceed despite the parties previously entering into a Settlement Agreement
The High Court has ruled that the personal injury case of Farnham-Oliver v RM Educational Resources Ltd was able to proceed, despite the parties having entered into a Settlement Agreement to settle the same matter arising in an Employment Tribunal claim brought five years previously.