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Results: 1-10 of 14

Dismissal: intention to terminate must be clear
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2009

Employers who decide to end an employee's employment should ensure that decision is clearly communicated to the employee


Equality Bill published
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2009

The long-awaited Equality Bill has finally been published


Equal pay update
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2009

Employers cannot get an equal pay tribunal claim thrown out simply because the employee has failed to identify his comparators in the written grievance


Inability to carry out common work activities can be disability
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2009

An employee's inability to carry out a work activity that is common to a range of industries is enough to qualify as disabled


TUPE: unfair dismissal where new service provider in different location
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2009

TUPE applied to the retendering of a contract to provide conveyancing services


Working time: EU proposals dropped
  • Herbert Smith Freehills LLP
  • European Union
  • May 6 2009

European negotiations on proposals to amend EU working time law have collapsed


Statutory redundancy pay to increase from October 2009
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2009

In his latest budget the Chancellor announced an increase to the ceiling on a week's pay used to calculate statutory redundancy payment


UK default retirement age: ECJ sends case to High Court to decide lawfulness
  • Herbert Smith Freehills LLP
  • European Union, United Kingdom
  • March 6 2009

The ECJ has ruled that the UK default retirement age is covered by EU age discrimination law but can in theory be justified by legitimate social policy objectives


Disability discrimination
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 6 2009

Where an employer fails to make a reasonable adjustment, but does not expressly refuse to make it nor act in a way which is inconsistent with making it, the three month time limit for the employee to claim starts on the date by which the employer ought reasonably to have made the adjustment


TUPE: transferor's collective agreements may bind transferee
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 6 2009

If an employee's contract provides that pay is set by collective agreements negotiated by the transferor and union from time to time, this will continue to apply even after the employees have transferred under TUPE to a transferee