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Case update: travel time and National Minimum Wage
Many employers in the social care sector will be interested in the recent decision of the Court of Appeal in the case of Commissioners for HM Revenue and Customs v Taylors Services Ltd. The case provides a reminder that pay for travel time at National Minimum Wage (NMW) rates is generally only required once the worker has arrived at the workplace or is travelling between work assignments - not for standard commutes from home.
Podcast: The meaning of biological sex under The Equality Act
In this podcast, employment law partner Saira Ramadan examines the recent UK Supreme Court ruling in For Women Scotland v The Scottish Ministers and the Court’s interpretation of 'biological sex' under the Equality Act 2010
Supreme Court rules that ‘sex’ under the Equality Act means biological sex
In For Women Scotland Ltd v The Scottish Ministers, the Supreme Court has unanimously held that ‘sex’ within the meaning of the Equality Act 2010 refers to biological sex.
Vento bands for 2025/2026
Updated Vento bands have been released by the Presidents of the Employment Tribunals for England & Wales.
Court of Appeal case study: Sullivan v Isle of Wight Council
In a recent Court of Appeal decision, it was confirmed that external job applicants are not protected under the Employment Rights Act (ERA) for whistleblowing, unlike NHS applicants. This ruling stems from the case of Sullivan v Isle of Wight Council, where the claimant argued that her whistleblowing disclosures should grant her protection similar to that of NHS job applicants.
Employment case study: Easton v Secretary of State for the Home Department [2025]
The recent EAT case of Easton v Secretary of State for the Home Department concerned the question of withholding key information on a job application. Mr Easton failed to inform his employer that he had previously been dismissed for gross misconduct, and (less importantly) of a three month period of unemployment.
Hewston v Ofsted
Employee could not be expected to know that single incident involving pupil would warrant dismissal.
Mistaken but genuine belief in employee’s resignation can be a fair reason for dismissal
Discover the Employment Appeal Tribunal's decision in Korpysa v Impact Recruitment Services, where a genuine but erroneous belief in an employee's resignation was deemed a potentially fair reason for dismissal under the Employment Rights Act. Learn about the case details, tribunal decisions, and implications for employers.
EAT reduces ‘manifestly excessive’ award for injury to feelings
In Eddie Stobart Ltd v Graham, the Employment Appeal Tribunal (EAT) reduced the compensation awarded by the Employment Tribunal to a successful claimant, concluding that an award of £10,000 for injury to feelings was “manifestly excessive and therefore perverse” given the limited impact of the employer’s actions.
Court of Appeal Landmark Case: Discrimination and expressing beliefs on social media
In the much anticipated judgment in Higgs v Farmor’s School, the Court of Appeal has found that the claimant was subjected to unlawful discrimination for expressing controversial beliefs on social media.
The Neonatal Care (Leave and Pay) Act 2023 – What Employers Need to Know
The Neonatal Care (Leave and Pay) Act 2023 will come into effect on 6 April 2025, amongst a suite of employment law changes on the horizon.
Sexual harassment in the workplace: New duty on employers
Employers have a duty to prevent sexual harassment in the workplace under the Worker Protection (Amendment of Equality Act 2010) Act 2023
Counting the cost: Understanding your ethnicity pay gap guide
We are pleased to share our new guide: Counting the cost: Understanding your ethnicity pay gap, co-produced with NHS Providers, the membership organisation for the NHS hospital, mental health, community and ambulance services that treat patients and service users in the NHS.
The important distinction between positive action and positive discrimination
A recent Tribunal case has highlighted the importance for employers of knowing the difference between positive action and positive discrimination.