Employment Case Law Update January 2023
Read on for our monthly digest for employers on upcoming employment law changes and key employment cases that have recently been decided. Government consultation on part-year worker holiday entitlement The Government has published a consultation paper to address the issues raised by last year’s Harpur Trust v Brazel Supreme Court decision. As a result […]
False Accusations at Work (HR Help)
Employers are required by law to deal with complaints or grievances at work fairly and lawfully. Handling such issues, however, becomes further complicated if you suspect the employee may be making a false allegation. False accusations at work can relate to any kind of untrue claim of wrongdoing made by an employee. While some accusers […]
Employment Case Law Update 2022 Round Up
In this issue of our monthly employment case law update, we round up ten of the most interesting and noteworthy cases for employers from the past 12 months. Given the breadth of developments in employment law during 2022, shortlisting only ten cases was a particular challenge, but our monthly case law updates continue to be […]
Employment Law in 2023: What’s Ahead for HR?
HR and employers are warned of potentially wide-ranging changes in the law in 2023, as the UK Government plans to proceed with its legislative overhaul of UK employment and immigration laws. What could these changes include? Retained EU Law (Revocation and Reform) Bill (‘Brexit Freedoms Bill’ or ‘REUL Bill’) The purpose of the REUL […]
TUPE Right to Work Checks (HR Guide)
Immigration compliance is a commonly overlooked aspect of the TUPE transfer process. Among the demands of managing a complex transaction and workforce changes, employers remain under an obligation to ensure all workers are eligible to work, or the organisation risks enforcement action being taken against them. What are the rules relating to right to work […]
Responding to a Flexible Working Request
Flexible working arrangements can not only be beneficial for those employees looking for a better work/life balance, but also for the employer’s business. Happier and healthier employees can lead to increased performance and productivity, not to mention reduced absenteeism and staff turnover rates. It is therefore important for employers to understand an employee’s rights when […]
Redundancy Bumping & Fair Dismissal
When dealing with redundancies, employers have to meet specific requirements to ensure the fair and lawful dismissal of employees. This includes having a genuine reason for any redundancy and following the correct redundancy procedure. Redundancy bumping is a specific and complex aspect of the redundancy process, which employers should give full consideration to when making […]
What to Include in an Offer of Employment
An employment offer letter is used when an employer would like to offer a potential employee a position with their organisation. Having been through what is often likely to be a lengthy recruitment process, sifting through applications and shortlisting applicants for interview, it can feel like a huge relief to select the successful candidate. However, […]
Form ET3: Responding to a Tribunal Claim
Form ET3 is an important document for employers facing an employment tribunal claim from an existing, former or even prospective employee. For employers, it will be important to know how to respond using ET3 in way that is legally compliant with the claims process and ensures your organisation’s best interests are protected. What is Form […]
Objective Justification (Discrimination Defence?)
As an employer, you are under a duty not to discriminate unlawfully against any member of staff, or even against a prospective job applicant. That said, there are some circumstances in which you may have a good enough reason for treating someone less favourably, or causing a particular group of people a disadvantage. This potential […]
