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Results: 11-20 of 222

UK: disability: Type 2 diabetes controlled by abstention from sugary drinks is not disability, according to EAT
  • Herbert Smith Freehills LLP
  • United Kingdom
  • April 8 2015

Type 2 diabetes is not necessarily a disability for employment purposes, according to the EAT. A claimant did not satisfy the definition of


UK: duty to make reasonable adjustments: employers not fixed with constructive knowledge of disability provided took reasonable steps to investigate
  • Herbert Smith Freehills LLP
  • United Kingdom
  • April 8 2015

An employer's failure to investigate discrepancies in an occupational health report (which found no disability) will not necessarily fix it with


UK: harassment: potential liability for damages to indirect victim
  • Herbert Smith Freehills LLP
  • United Kingdom
  • April 8 2015

An employer could be vicariously liable under the Protection from Harassment Act 1997 for harm caused by an employee harassing a colleague, including


UK: termination: employers can rely on historic repudiatory breach to dismiss summarily on discovery of the breach
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 5 2015

Employers may be able to dismiss summarily and defeat a wrongful dismissal claim if they discover a repudiatory breach by the employee, even where


UK: disability discrimination: automatic non-payment of bonus to employees with absence warning was unlawful
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 5 2015

Employers should review bonus or other schemes designed to reward good attendance levels, to assess whether any discriminatory affect against


UK: state and diplomatic immunity: Court of Appeal rules on employment claims
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 5 2015

The Court of Appeal has held that foreign staff employed at embassies in the UK could bring race discrimination and holiday pay claims; it considered


UK: unfair dismissal: in depth investigation of employee’s explanations for misconduct will not always be necessary
  • Herbert Smith Freehills LLP
  • United Kingdom
  • March 5 2015

The Court of Appeal has ruled that the requirement that an employer carry out a reasonable investigation into allegations of misconduct (in order for


UK: pro-employer ECJ Advocate General opinion on test for collective redundancies consultation
  • Herbert Smith Freehills LLP
  • European Union
  • February 9 2015

A year ago the Court of Appeal referred to the European Court of Justice the case of USDAW v Woolworths on the trigger for collective redundancy


UK: termination: dismissal for tweets from private account may be fair
  • Herbert Smith Freehills LLP
  • United Kingdom
  • January 6 2015

It may be fair to dismiss an employee for posting offensive tweets on a personal Twitter account in the employee's own time, depending on the facts


UK: termination: need for careful drafting of dismissal letter highlighted
  • Herbert Smith Freehills LLP
  • United Kingdom
  • January 6 2015

Employers should avoid attaching emotive labels when informing employees of the findings of disciplinary panels. The Court of Appeal in