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Results:1-9 of 9

Imminent insolvency not needed to justify imposing pay cut
  • Mills & Reeve LLP
  • United Kingdom
  • July 12 2011

An Employment Appeal Tribunal decision has put employment tribunals right on at least two counts when dealing with claims from employees who have been dismissed for refusing to accept a pay cut.


Desperation is not required to impose a pay cut
  • Mills & Reeve LLP
  • United Kingdom
  • July 5 2011

Last month’s EAT decision puts employment tribunals right on at least two counts when dealing with claims from employees who have been dismissed for refusing to accept a pay cut.


No right to legal representation at school disciplinary hearing after all
  • Mills & Reeve LLP
  • United Kingdom
  • June 30 2011

The Supreme Court has reversed the Court of Appeal’s decision that a teaching assistant accused of sexual misconduct was entitled to legal representation at a disciplinary hearing before the school’s governors.


Government's latest thinking on resolving employment disputes
  • Mills & Reeve LLP
  • United Kingdom
  • February 11 2011

Last month's consultation paper contains a wealth of detail about the Government's plans to encourage earlier resolution of workplace disputes in the hope of making business more confident about hiring people.


Government consults on changes to the employment tribunal system
  • Mills & Reeve LLP
  • United Kingdom
  • January 27 2011

Today's consultation paper contains a wealth of detail about the Government's plans to encourage earlier resolution of workplace disputes in the hope of making business more confident about hiring people.


How much will employers have to pay for breach of contract?
  • Mills & Reeve LLP
  • United Kingdom
  • January 7 2011

One of the most difficult questions in employment law should be addressed by the Supreme Court later this year, when it hears appeals in two cases where the employer was allegedly in breach of a contractual disciplinary procedure.


Three months' time limit triggered when summary dismissal letter read
  • Mills & Reeve LLP
  • United Kingdom
  • November 17 2010

The Supreme Court has ruled that when a summary dismissal is communicated by letter, the time limit for bringing an unfair dismissal claim does not start to run until the employee has actually read the letter, or has had a reasonable opportunity to do so.


Appeals in the pipeline
  • Mills & Reeve LLP
  • United Kingdom
  • January 19 2010

We are expecting three important equal pay decisions from the Court of Appeal and Court of Session later this year.


Government to review retirement exemption in 2010
  • Mills & Reeve LLP
  • United Kingdom
  • September 10 2009

We are still waiting for the High Court's ruling on the legality of the default retirement age, which gives employers a defence to age discrimination claims where staff are compulsorily retired at the age of 65 or over.