Burlingtons Legal LLP | United Kingdom | 25 May 2022
An exclusivity clause in an employment contract restricts workers from taking on additional work with another employer. As with other restrictive…
Dentons | United Kingdom | 23 May 2022
In a bid to give workers more autonomy, the government announced on 9 May 2022 that it proposes to extend the ban on exclusivity clauses in employment…
Keystone Law | United Kingdom | 12 Apr 2022
The way forward for many employers will be to strike a balance between discouraging the spread of Covid in the workplace and efficiently running a…
DWF LLP | United Kingdom | 24 Mar 2022
With the lifting of Covid restrictions, comes the increased likelihood of employees attending their place of work whilst being contagious, either…
Brodies LLP | United Kingdom | 24 Feb 2022
The Court of Appeal decision in the long-running and high-profile case of Smith v Pimlico Plumbers, has overturned previous decisions to extend the…
RadcliffesLeBrasseur | United Kingdom | 22 Feb 2022
The Prime Minister has announced the "Living with Covid" plan, which provides that from 24th February 2022 people with Covid will no longer be…
Morgan, Lewis & Bockius LLP | United Kingdom | 13 Oct 2021
On 23 September, the UK government published a consultation document, “Making flexible working the default”, which proposes various reforms to the…
DAC Beachcroft | United Kingdom | 10 Jun 2021
The EAT has held that the dismissal of an employee for causing “upset and friction” when implementing a new safety procedure was automatically unfair…
Irwin Mitchell LLP | United Kingdom | 8 Jun 2021
Tribunals are starting to determine a steady stream of COVID-19 related claims commenced in the early stages of the pandemic. We've reported on two:…
Hogan Lovells | United Kingdom | 26 Apr 2021
Under s44 and s100 of the Employment Rights Act, an employee is entitled not to be subjected to a detriment or dismissed because they have: Left or refused to return