Browse our law brief articles and blogs, aimed at addressing the practical implications of the latest legal developments affecting you and your organisation.
In the recent decision of Hope v British Medical Association, the Employment Appeal Tribunal (EAT) has held it was fair to dismiss an employee for raising numerous grievances which he then refused to progress or withdraw.
The Government has published new 'right to work' checks which sets out changes to the way in which employers must check the immigration status of biometric card holders from 6 April 2022.
The Government has opened a period of consultation on the proposed reform of the UK's human rights framework. The Government wishes to replace the Human Rights Act 1998 with a UK Bill of Rights.
In the case of Judd v Cabinet Office, the Employment Appeal Tribunal held the Cabinet Office had neither failed to make reasonable adjustments, nor discriminated on the grounds of disability by withdrawing a secondment offer.
Faced with increasing difficulties in the recruitment and retention of care workers, the Migration Advisory Committee (MAC) has called for UK immigration rules for care workers to be relaxed 'immediately' in an effort to ease pressure on the sector.
A major issue facing the pharma supply chain across the UK in 2021 has been the impact of the Northern Ireland (NI) Protocol and what this means for the ability to supply medicines to patients in NI.
Figures published by the Department for Work and Pensions have highlighted the disability employment gap - that is the difference in the proportion of disabled versus non-disabled people who are in employment.
Online platforms such as Uber and Deliveroo may need to start recognising some workers as employees following the announcement by the European Commission of a proposed new EU Directive.
A recent Employment Appeal Tribunal (EAT) decision demonstrates when an individual could be deemed neither an employee nor a worker, despite working for a company in various capacities and being in receipt of 'salary'.
The statutory procedure requires flexible work requests (including appeals) to be decided within three months of the date of the request (Decision Period). There is an option to extend the Decision Period by mutual agreement.
Coronavirus (COVID-19) self-isolation rules have changed this week in order to remove the requirement for all close contacts of positive Omicron variant cases to self-isolate for 10 days.
We have listed below common issues which we come across when reviewing a partnership's property arrangements. If you answer "no" to any of these queries, please get in touch and we will help you to understand what is required and how we can help.