SUMMARY: The Enterprise and Regulatory Reform Bill is currently progressing through Parliament and proposes three significant changes to the current whistleblowing legislation. The recent case of Onyango –v– Adrian Berkeley t/a Berkeley Solicitors has also widened the concept of a protected disclosure to include a disclosure made after an employee’s employment has terminated.
SUMMARY: The limits on compensation for unfair dismissal claims and statutory redundancy payments will increase from 1 February 2013. Continue reading
SUMMARY: The Employment Appeal Tribunal considers whether continuity of service is preserved where there is a break in service with the same employer.
SUMMARY: The Employment Appeal Tribunal has held that a claimant can continue claims against other respondents even when it has signed a COT3 with one respondent.
SUMMARY: The UK Government has announced controversial plans for a new type of employment contract
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Summary: Tips for granting loans to employees by way of financial assistance
A recent Chartered Institute of Personnel and Development (CIPD) report highlights the high numbers of employees struggling financially, with 73% of employees reporting that their organisation offers them no financial support or advice to help them manage their finances. It is also reported that 39% of workers are concerned about just making ends meet.
Summary: When a worker has not been able to take paid annual leave due to sickness during the year in which it accrued, carryover of that annual leave will be permitted. Continue reading
The Court of Appeal has confirmed that although OFCOM had fairly dismissed Mr Leach “for some other substantial reason” (SOSR) and in particular, a breakdown of trust and confidence, this reason should not be used arbitrarily when in reality, the reason for dismissal is something else.
Leach v The Office of Communications (OFCOM)
The Court of Appeal has confirmed that although OFCOM had fairly dismissed Mr Leach “for some other substantial reason” (SOSR) and in particular, a breakdown of trust and confidence, this reason should not be used arbitrarily when in reality, the reason for dismissal is something else. Continue reading