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Results: 11-20 of 98

UK Government provides further details on “protected conversations”
  • Squire Patton Boggs
  • United Kingdom
  • June 22 2012

Last year the Government said it wanted to allow employers to have “frank discussions” with staff about performance or retirement without fear of such exchanges being used against them in subsequent Employment Tribunal proceedings


Changes to collective redundancy rules
  • Squire Patton Boggs
  • United Kingdom
  • March 15 2013

The current 90-day minimum period for collective redundancies of 100 or more employees at one establishment will be reduced to 45 days. The


Have you updated your flexible working policy?
  • Squire Patton Boggs
  • United Kingdom
  • May 12 2014

On 30 June 2014, the right to request flexible working will be extended to all employees with at least 26 weeks' continuous service, rather than just


UK employment law changes from 1 October action points for employers
  • Squire Patton Boggs
  • United Kingdom
  • September 30 2014

A new right now available to employees and qualifying agency workers. It applies to the pregnant woman’s husband, civil partner or partner (including


Can obesity amount to a disability? Yes, says European Advocate General
  • Squire Patton Boggs
  • European Union, United Kingdom
  • July 17 2014

The Advocate General in Kaltoft v Billund Kommune has advised that obesity may amount to a disability for discrimination purposes. However, his


Zero hours contracts - UK government consults on tackling avoidance of the ban on exclusivity clauses
  • Squire Patton Boggs
  • United Kingdom
  • August 27 2014

The Government announced in June (see our 25 June alert) that it intends to "ban" the use of exclusivity clauses in zero hours contracts. The


“Without prejudice” rule remains intact
  • Squire Patton Boggs
  • United Kingdom
  • August 18 2010

The "without prejudice" rule provides that written or oral communications which are made for the purpose of a genuine attempt to compromise a dispute between parties may generally not be admitted in evidence


No need to conclude grievance procedure before dismissal
  • Squire Patton Boggs
  • United Kingdom
  • August 18 2010

What should you do when an employee raises a grievance at the same time as dismissal or disciplinary action is proposed?


How should employers treat previous warnings when deciding whether to dismiss?
  • Squire Patton Boggs
  • United Kingdom
  • December 13 2012

How would you deal with an employee who has a written warning on his file and then commits a further (but possibly different) act of misconduct?


New SMP etc. rates from April 2014
  • Squire Patton Boggs
  • United Kingdom
  • January 7 2014

The Department for Work and Pensions has announced the proposed rates for Statutory Maternity Pay, Statutory Adoption Pay, Ordinary and Additional