The TUPE landscape is once again set to change following publication of the Government’s draft Regulations.
A recent report published by CIPD, suggests that more and more employers are using social media as part of their recruitment processes.
Employers often justify an employee’s dismissal where a further act of misconduct is committed at a time when a final written warning remains live.
A recent Scottish judgment of the Court of Session has given helpful guidance to employers who are considering dismissing an employee on the grounds of ill health.
In our October 2013 Bulletin, we reported on the published Government statistics for Employment Tribunal (ET) claims for the period of July to September 2013.
The festive period is once again upon us and many businesses and organisations will be carefully considering what they can do to ensure staff have an opportunity to celebrate.
There have been various proposed changes for parental leave, due in 2015.
In Mba v Mayor and Burgesses of the London Borough of Merton, the Court of Appeal has ruled on the issue of indirect religious discrimination where an employee was required to work on Sundays but refused to do so because of her Christian, Sabbatarian beliefs.
The calculation of holiday pay has become somewhat of a hot topic recently, especially in circumstances where a employee’s remuneration levels are variable.
Under the Employment Tribunal rules, a Tribunal Judge has the ability to allow an unfair dismissal claim to be submitted and heard out of time, where the Judge believes it was not reasonably practicable for the Claimant to represent the claim within the normal three month time limit. By contrast in a discrimination claim the test is whether it is just and equitable to extend the three month time limit.