Browse our law brief articles and blogs, aimed at addressing the practical implications of the latest legal developments affecting you and your organisation.
In a recent case, the Employment Appeal Tribunal (EAT) has confirmed that even a minor component of the reason for treatment can lead to a claim for discrimination arising from disability.
The Department for Work and Pensions and the Department of Health and Social Care have issued a call for evidence to explore recently announced proposals to reform the fit note process.
The Employment Appeal Tribunal (EAT) has confirmed that in whistleblowing detriment cases, the Tribunal should not look behind the motive of the decision-maker in order to consider whether a third party was manipulating the situation.
The Employment Appeal Tribunal (EAT) has considered how to recover a 'series of deductions' for holiday pay purposes, in light of last year's Supreme Court judgment in the case of Agnew.
A number of new and enhanced employment law rights took effect on 6 April 2024. The changes include the new right to unpaid carer's leave, enhanced redundancy protection for family leave returners, and changes to the flexible working regime.
If done well, the outsourcing of catering provision allows schools to benefit from expertly-run catering facilities, delivering the highest standards of produce and service.
The DfE published guidance in February 2024 to help schools develop and implement policies to prohibit mobile phone use, along with other similar smart technologies, as part of a plan to "minimise disruption and improve behaviour in classrooms".
The law entitles every child of compulsory school age to an efficient, full-time education suitable to their age, aptitude, and any special educational need they may have.
The Supreme Court has confirmed that the lack of statutory protection against detriment for participating in industrial action breaches the right of freedom of assembly under article 11 European Convention on Human Rights (ECHR).
The Government has confirmed that the new statutory Code of Practice on dismissal and re-engagement will be brought into force by July 2024, subject to parliamentary approval.
A recent EAT decision demonstrates the importance of evidencing reasons for post-TUPE changes to terms and conditions of employment, in order to successfully defend claims.
The Procurement Act 2023 (the Act) receiving Royal Assent in October of last year was the first step in the long-awaited implementation of the public procurement reforms.
A new Procurement Policy Note has been published which provides an updated Standard Selection Questionnaire. This applies to all above-threshold procurements.