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Round-up of UK employment law developments in April 2013

Herbert Smith Freehills LLP
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United Kingdom
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May 9 2013

Employers may need to distance themselves from discriminatory remarks made by shareholders who are closely connected to or wield influence over the

ECJ ruling on definition of disability

Herbert Smith Freehills LLP
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European Union, United Kingdom
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May 8 2013

The ECJ has confirmed that a person who can work to a limited extent or limited hours can still be "disabled". Relying on the UN Convention on the

Period of continuous employment start date may be changed by activities prior to official start date

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

Employers should take care when asking a new recruit to attend meetings or events prior to the start date of employment specified in the contract

Care needed when using pre-existing employee body for collective redundancy consultation

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

Employers contemplating using an existing employee consultative body for collective redundancy consultation, rather than organising elections for ad

Employment tribunals draft fees order and consultation on fee remission

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

The Government has stated that it is "working towards" implementing fees in Employment Tribunals and the EAT at the end of July 2013. A draft fees

Employee working outside EU could not claim UK statutory holiday pay

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

The principle that UK laws which are derived from EU law must be construed as permitting claims in England, where English law is the proper law of

Employers may need to disown influential shareholders’ discriminatory remarks

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

Employers may need to distance themselves from discriminatory remarks made by shareholders who are closely connected to or wield influence over the

Disability discrimination claim struck out where no evidence that employer knew of disability

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

Employers should succeed in striking out a claim where, putting the claimant's case at its best, there is still no evidence of an essential part of

Post-employment victimisation is prohibited after all

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

The EAT has ruled that post-employment victimisation is unlawful, departing from its previous decision in Rowstock v Jessemy. (Onu v Akiwiwu) Such

Collective agreement clause could not be construed as giving employer choice of two pay rates

Herbert Smith Freehills LLP
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United Kingdom
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May 8 2013

Overturning the EAT, the Court of Appeal has construed a contractual clause in a collective agreement, which provided that the employer would

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Search results

Round-up of UK employment law developments in April 2013

ECJ ruling on definition of disability

Period of continuous employment start date may be changed by activities prior to official start date

Care needed when using pre-existing employee body for collective redundancy consultation

Employment tribunals draft fees order and consultation on fee remission

Employee working outside EU could not claim UK statutory holiday pay

Employers may need to disown influential shareholders’ discriminatory remarks

Disability discrimination claim struck out where no evidence that employer knew of disability

Post-employment victimisation is prohibited after all

Collective agreement clause could not be construed as giving employer choice of two pay rates

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