Articles

An employer's failure to be transparent during a cancer-related absence led to discrimination and ultimately, a successful claim for constructive dismissal.

This case is a reminder of how important it is for employers to ensure consistent disciplinary processes.

A recent ET case (Sarah Lindup V Bright HR Limited) highlighted that refusing to allow an employee to return to her previous position following maternity leave was discrimination, which I read about recently on BBC News.

I always find reports and studies published by the Great Place to Work an interesting insight into workplace culture and practices. Their recent report on Fostering Wellbeing at Work in the UK, which were the results of a study by Great Place to Work and John Hopkins University surprised me. Their study showed that Employee wellbeing peaked in 2020, but has declined steadily since.

The Court of Appeal has clarified when a worker supplied through an agency will be treated as employed by the agency, and confirmed that fixed-term arrangements can still count as temporary for the purposes of agency worker protections.

The EAT has confirmed that a final act by an employer need not be serious or blameworthy in itself to revive earlier conduct, provided it contributes to a repudiatory breach of trust and confidence when taken cumulatively.