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Results: 1-10 of 18

New Agency Worker Regulations due to come into force on 1 October 2011 are under review
  • DMH Stallard LLP
  • United Kingdom
  • June 30 2010

Regulations to provide that agency workers have the same basic working and employment conditions as permanent staff were due to come into force on 1 October 2011; however, the government has announced that these are to be reviewed


Additional paternity leave and pay - new regulations apply to babies born after 3 April 2011
  • DMH Stallard LLP
  • United Kingdom
  • June 30 2010

New Regulations to facilitate the introduction of additional paternity leave and pay came into force on 6 April 2010, but will only take effect for parents of babies due on or after 3 April 2011 (or children matched for adoption on or after that date


The EAT clarifies Tribunal's approach on making reasonable adjustments under the Disability Discrimination Act
  • DMH Stallard LLP
  • United Kingdom
  • June 30 2010

The EAT has held that when determining whether an employer has complied with its duty to make reasonable adjustments under the Disability Discrimination Act 1995 (DDA), the first step is to consider whether making the adjustment would overcome the disadvantage suffered by the disabled person in the case of Wilson v The Secretary of State for Work and Pensions (Job Centre Plus) and Others


TUPE: the EAT has held that a transferee is bound by pay increases negotiated post-transfer under a collective agreement to which the transferee is not a party
  • DMH Stallard LLP
  • United Kingdom
  • April 8 2009

The EAT has held that a transferee remains bound by pay increases negotiated post-transfer under a collective agreement to which the transferee is not a party in the case of Alemo-Herron v Parkwood Leisure Limited (EAT


Ministry of Justice's plans to implement judicial mediation in Employment Tribunals
  • DMH Stallard LLP
  • United Kingdom
  • April 8 2009

The Ministry of Justice has published its Corporate Plan for 2009-11, which includes proposals to implement judicial mediation in Employment Tribunals


TUPE and the Acquired Rights Directive: the EAT has held that a transferee is not obliged to consult, after the transfer, about measures it envisages taking in respect of transferred employees
  • DMH Stallard LLP
  • United Kingdom
  • April 8 2009

The EAT has held that neither TUPE nor the Acquired Rights Directive (ARD) requires a transferee to consult, after the transfer, about measurers it envisages taking in respect of transferring employees in the case of UCATT v Amicus EAT


Disability discrimination: the EAT has held that an employer's failure to make reasonable adjustments to avoid dismissing a disabled employee was sufficient to render the dismissal itself an act of discrimination
  • DMH Stallard LLP
  • United Kingdom
  • November 2 2009

The EAT has held that an employer’s failure to make reasonable adjustments to avoid dismissing a disabled employee was sufficient to render the dismissal itself an act of discrimination in the case of Fareham College Corporation v Walters EAT UKEAT007609


Compromise agreements: the High Court has held that a compromise agreement was unenforceable as the NHS Trust employer had acted outside its powers by agreeing an "irrationally generous" compensation package
  • DMH Stallard LLP
  • United Kingdom
  • November 2 2009

The High Court has held that a compromise agreement was unenforceable as the NHS Trust employer had acted outside its powers by agreeing an "irrationally generous" compensation package in the case of Gibb v Maidstone and Tunbridge Wells NHS Trust 2009 EWHC 862


Negligence: LEA who failed to protect a head teacher from bullying and harassment by two school governors found liable for her psychiatric injury
  • DMH Stallard LLP
  • United Kingdom
  • November 2 2009

A Court has found that an LEA who failed to protect a Head Teacher from bullying and harassment by two School governors was liable for the psychiatric injury caused in the case of Connor v Surrey County Council, unreported


Race discrimination: the EAT has held that Leeds City Council is potentially liable for the act of one of its employees who discriminated against an employee of one of its service providers
  • DMH Stallard LLP
  • United Kingdom
  • November 2 2009

The EAT has held that Leeds City Council is potentially liable for the act of one of its employees, who discriminated against an employee of one of its service providers, in the case of Leeds City Council v Woodhouse and others 2009