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Results: 1-10 of 446

Round-up of UK employment law developments in OctoberNovember 2016
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 15 2016

Our next round-up will be in 2017. We would like to take this opportunity to wish all our readers the very best for the Festive Season and the coming


UK: Discrimination - Supreme Court asked to consider ambit of associative discrimination
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 15 2016

The Northern Ireland Court of Appeal has ruled that it was direct associative discrimination on the grounds of sexual orientation for a bakery to


UK: Redundancy - suspending employee during consultation could be unfair
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 15 2016

Employers should consider carefully whether it is necessary to suspend an employee at risk of redundancy and prohibit contact with colleagues or


UK: Unfair dismissal - broad investigation may be required where credibility of serious allegations at issue
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 15 2016

Where an employer is contemplating dismissal for gross misconduct on the basis of disputed and uncorroborated evidence, fairness may require it to


UK: ‘Gig economy’ employers - business model under threat from litigation and legislative review
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 15 2016

Companies engaged in the 'gig economy' should be alive to the threat recent employment law developments could pose to their business model. Where the


Employees can claim constructive dismissal even if employer upholds grievance
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 8 2010

An employer who has committed a fundamental breach of an employee's contract cannot prevent the employee claiming constructive dismissal by upholding the employee's grievance about that breach


Disability discrimination: relocation can be reasonable adjustment
  • Herbert Smith Freehills LLP
  • United Kingdom
  • February 5 2010

An employer may lawfully refuse to make adjustments to accommodate a disabled employee at their existing workplace if the adjustments can best be achieved at another workplace which is nearby, at least if the employee is subject to a mobility clause and has worked at a number of locations


UK: small business, enterprise and employment act 2015: mandatory gender pay gap reports and zero hours contracts
  • Herbert Smith Freehills LLP
  • United Kingdom
  • April 8 2015

The Small Business Enterprise and Employment Bill also received Royal Assent on 26 March, though commencement orders will be needed to bring the


UK: Final form regulations on gender pay gap reporting
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 8 2016

The Government has published its long-awaited final form draft regulations on gender pay gap reporting. Subject to Parliamentary approval, the new


Working time: employers can designate inactive time as statutory holiday
  • Herbert Smith Freehills LLP
  • United Kingdom
  • April 6 2009

Workers are not entitled to insist on taking annual leave during periods when they would otherwise be working