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A regularly updated employment blog covering the latest legal developments:
- COVID19 the employer and the self isolating member of staff
- An employee can TUPE transfer to multiple employers
- No compensation does not equate to no case to answer
- ICTS (UK) Limited v Visram
- The Good Work Plan – An Update
- Latest holiday pay case in the EAT is far from a bed of roses for NHS employers
- Upcoming legislative changes
- Employment Newsbrief Summer 2018
- GDPR Your questions answered
- Hincks v Sense Network
- Reilly v Sandwell Metropolitan Borough Council (2018)
- Update – Tax changes to termination payments
- Should shared parental leave be paid at enhanced rates like maternity leave?
- Can a disability account for bad behaviour?
- Zero hours and annual leave
- Does Bărbulescu v Romania prevent employers from ever monitoring private emails sent at work?
- Farewell to ET fees, but what next?
- Holiday pay update
- Accountable care and new care models: Understanding the workforce implications
- The National Minimum Wage, Sleep In Shifts & The Social Care Sector
- Can an Investigation be Too Thorough?
- Voluntary overtime v. right to holiday pay
- Changes to the National Minimum and Living Wage – what are the benefits and consequences?
- Day v Lewisham & Greenwich NHS Trust & Health Education England (2017)
- Dress codes and headscarves
- Trade Union Act 2016 – how will the legislation impact on the healthcare sector?
- Care package retenders – TUPE or not to TUPE?
- In-depth investigations are key to fair disciplinary processes
- Does the recent ET Uber decision necessitate a U-turn on staffing arrangements for gig economy businesses?
- No break from the complexities of calculating holiday pay
- A failure to deal with discrimination is not necessarily discrimination
- How far can HR advisors go in assisting a disciplinary investigation?
- Consideration of reasonable adjustments as part of a performance management process- a helpful reminder!
- Can a dismissal be automatically unfair, even when the decision maker does not have knowledge of the protected disclosure made by the employee?
- Disciplinary hearings – should we go ahead without the employee?
- Gallop v Newport revisited – Occupational Health reports and knowledge of disability