Following the omission of the Employment Bill from the Queen's Speech, the Government has announced Matt Warman MP will lead a review into how it can best support a thriving future UK labour market.
Where an employee is constructively dismissed, their former employer cannot rely on a clawback clause in the contract of employment in order to make deductions from final salary.
In the last two years, multiple cases have provided greater insight into the management of disability issues and the defence of discrimination claims. We look at three such cases and key relevant lessons for HR and management in the HE sector.
A new High Potential Individual (HPI) visa route will come into force on 30 May 2022, allowing graduates from highly regarded overseas universities to come to the UK to look for work or work without the need for formal sponsorship.
An exclusivity clause is often used within an employment contract to restrict workers from taking on additional work with other employers. These types of restrictive clauses were banned in zero-hour contracts in 2015.
The Queen's speech of December 2019 had originally promised an Employment Bill setting out a variety of employment rights, but unfortunately, this has been further delayed.
The Tribunal had no jurisdiction to hear a claim where the Claimant sent her ACAS early conciliation certificate to the Tribunal four days after she submitted her claim form.
In two recent decisions, the Court of Appeal has emphasised the need to look beyond mutuality and control when determining employee status for tax purposes.
The Employment Appeal Tribunal (EAT) has confirmed that an employee who refused to attend work because of concerns about the impact of COVID-19 on his vulnerable children was not automatically unfairly dismissed.
The Employment Tribunal focused on the requirement of 'personal service' when determining whether or not the claimants were 'workers', and if so, entitled to holiday pay.
