In INEOS Infrastructure Grangemouth Ltd v Jones, the EAT in Scotland found that it was an unlawful inducement relating to collective bargaining for an employer to make a unilateral pay award to employees after pay...more
The long-awaited Employment Bill is no closer to being put before Parliament, after there was no mention of it in the Queen’s Speech. However, in a separate announcement, the UK government has said that it will extend the...more
The UK government has published new guidance on reducing the spread of respiratory infections, including COVID-19, in the workplace. It replaces the earlier working safely during coronavirus guidance, applies to England and...more
Overturning a decision of the EAT, in Mercer v Alternative Future Group Ltd the Court of Appeal for England and Wales found that private sector workers are not protected against being subjected to a detriment by their...more
In Kocur v Angard Staffing Solutions Ltd, the Court of Appeal for England and Wales confirmed that agency workers have a right to be informed about vacancies in a hirer, not a right to apply for them on the same terms as...more
In Smith v Pimlico Plumbers Ltd the Court of Appeal for England and Wales allowed a worker to carry forward statutory holiday he had accrued during the course of his employment, which he had taken but not been paid for, until...more
The High Court of Justice for England and Wales has prevented an employer from dismissing employees and offering to re-engage them on new terms. As the employer was seeking to remove a right to enhanced pay that it had...more
An English employment tribunal decided that it was fair for an employer to dismiss a care home worker when she refused to be vaccinated against COVID-19. However, employers should not assume that the decision means that it...more
In Chell v Tarmac Cement and Lime Ltd, the Court of Appeal of England and Wales confirmed that an employer was not vicariously liable when a workplace prank carried out by one of its employees injured another person working...more
When the UK government announced its national disability strategy in July, it promised to consult on whether to make disability reporting mandatory for employers with 250 or more employees. The consultation paper has now been...more
In Walsh v Network Rail Infrastructure Ltd the UK EAT found that an employee had not agreed to an extension to the normal three month time frame for deciding flexible working requests when he agreed to attend an appeal...more
Using “fire and rehire” as a way to implement changes to terms and conditions of employment has become increasingly controversial in the UK in recent years. In October the government blocked legislation that would have made...more
The UK Supreme Court found in Kostal UK Ltd v Dunkley that it was an unlawful inducement for an employer to offer a pay deal to employees “over the head” of its recognised trade union. However, the position would have been...more
In Stuart Delivery Ltd v Augustine, the UK Court of Appeal confirmed that a courier who could offer a time slot he had signed up to cover to other couriers was still obliged to perform work personally. This meant that he was...more
In the government’s response to the carer’s leave consultation it confirms that it will introduce five days’ unpaid carer’s leave per year for employees. This will be a day one right that employees can take on a flexible...more
The UK government published a consultation paper on making flexible working the default. Possible changes to the current framework include removing the service requirement for making a request, allowing more than one request...more
In Gwynedd Council v Barratt the UK Court of Appeal confirmed that a redundancy dismissal will not be unfair solely because an employer has not offered an employee a right to appeal. However, failing to offer an appeal...more
In Aleem v E-Act Academy Trust the UK EAT decided that it was not a reasonable adjustment to continue to pay an employee at her previous higher rate when she moved to a different lower-paid job because of a disability....more
The UK government has published its national disability strategy, which is designed to help reduce the disability employment gap and ensure that disability is not a barrier to someone’s ability to reach their full potential....more
The UK government’s response to the 2019 consultation on sexual harassment in the workplace confirms that it will introduce a legal duty on employers to protect workers from harassment, re-introduce protection against...more
The UK Supreme Court decision in Royal Mail Group Ltd v Efobi confirms that employees must still prove facts from which a tribunal could draw an inference of discrimination before their claim can proceed, despite a change of...more
7/28/2021
/ Burden of Proof ,
Employer Liability Issues ,
Employment Discrimination ,
Employment Litigation ,
Equality Act ,
Evidence ,
International Labor Laws ,
Race Discrimination ,
UK ,
UK Employment Appeal Tribunal ,
UK Supreme Court
An employee will succeed with an indirect sex discrimination claim if she can show that her employer applied a provision, criterion or practice (PCP) that put women (including the employee) at a disadvantage when compared...more
Independent trade unions are entitled to apply for compulsory recognition on behalf of workers in a bargaining unit if certain conditions are met.
The Independent Workers Union of Great Britain (IWUGB) applied for...more
In this weeks issue: Who knew? Women less likely to be able to accommodate certain working patterns Spring in the step - Deliveroo riders not workers for trade union recognition Going, going, gone - final edition of the...more
The FRC has commissioned research by Royal Holloway, University of London and the Involvement and Participation Association to look at how companies following the UK Corporate Governance Code have been incorporating the...more