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Results: 1-10 of 263

Round-up of UK employment law developments in MayJune 2016
  • Herbert Smith Freehills LLP
  • European Union, United Kingdom
  • July 4 2016

Following the Leave vote on 23 June, employers are faced with a period of considerable uncertainty. The leaving process is put in train by giving a


UK: Vicarious liability: Supreme Court’s broad application of “close connection” test means employers more likely to be liable for employee misbehaviour
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 17 2016

Employers could be held vicariously liable for staff misbehaviour in a broader range of situations following the Supreme Court ruling in Mohamud v WM


UK: discrimination jurisdiction where British national works overseas
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 7 2014

The EAT has ruled for a second time that the principle that UK laws which are derived from EU law (such as discrimination law) must be construed as


Key appeals settledended: environmental and Christian beliefs, equal pay
  • Herbert Smith Freehills LLP
  • United Kingdom
  • May 6 2010

Last year the EAT ruled that protected philosophical beliefs could include a belief in climate change


Recent TUPE cases: transfer of union recognition and post-transfer dismissals
  • Herbert Smith Freehills LLP
  • United Kingdom
  • August 9 2010

On a TUPE transfer, trade union recognition only transfers if the transferred entity maintains an identity distinct from the rest of the transferee's undertaking


Sexual orientation: discussing employee's homosexuality may not be unlawful
  • Herbert Smith Freehills LLP
  • United Kingdom
  • August 5 2011

The Court of Appeal has ruled that it will not necessarily be unlawful discrimination for a manager to mention an employee's homosexuality to others where the employee has already made it public


Holiday: statutory entitlement carried over when employee sick for full year
  • Herbert Smith Freehills LLP
  • United Kingdom
  • August 5 2011

The EAT has confirmed that statutory holiday entitlement can be carried over to the following holiday year (notwithstanding that this conflicts with the express provisions of the relevant regulations) where an employee has been off sick for the entire holiday year


Round-up of employment law developments in December 2011
  • Herbert Smith Freehills LLP
  • United Kingdom
  • January 6 2012

This e-bulletin includes short summaries of the following recent developments


UK: Bonus decisions: Wednesbury unreasonableness test is relevant
  • Herbert Smith Freehills LLP
  • United Kingdom
  • February 9 2016

Last year's Supreme Court ruling (see here) that employers may be required to consider all relevant factors and discount irrelevant ones (the public


UK: changing terms and conditions: need for acceptance and consideration
  • Herbert Smith Freehills LLP
  • United Kingdom
  • December 5 2014

Employers wishing to change an employee's terms and conditions need to establish both the employee's agreement to the change, and that consideration