A former employee who raised data protection arguments as part of a settled defamation claim has been told he cannot now include the same issues in a new data protection claim
The Joint Committee on Human Rights has issued a report raising concerns about the compatibility of the Strikes (Minimum Service Levels) Bill (bill) with the UK's human rights obligations.
Various changes to the UK's Immigration Rules have come into force from 12 April 2023, including changes to the Skilled Worker route minimum salary requirements and how sponsors calculate salaries.
The Government has backed a Private Members' Bill which, if passed, will introduce a new framework for workers and agency workers to request a predictable working pattern.
With the annual gender pay gap reporting snapshot date approaching for both private and public sector employers, the Government Equalities Office has published new statutory guidance for employers.
The Court of Appeal has confirmed an employee will not be automatically entitled to an indemnity against all losses they might suffer, as a consequence of carrying out their employer's instructions.
A recent Employment Tribunal Appeal (EAT) decision highlights the potential confusion that can be caused when an employer fails to separate 'open' and 'without prejudice' correspondence.
A six-month pilot study on the benefits of a four-day working week has recently concluded. 92% of participating employers have said they will continue with the new working pattern.
The Employment Appeal Tribunal has found that a tribunal was wrong to dismiss a claim for discriminatory constructive dismissal, having failed to reach a finding on each of the claimant's arguments.
The European Court of Justice has given its preliminary ruling in a case concerning the dismissal of a Data Protection Officer whose data protection duties conflicted with his other position as chair of his employer's works council.
A recent Employment Appeal Tribunal decision acts as a reminder for employers to consider pension scheme implications at the earliest possible stage when planning redundancies.
The Employment Appeal Tribunal (EAT) has provided a useful demonstration of the practical impact of engaging a low-paid term-time only (TTO) worker on a year-round contract.
The Employment Appeal Tribunal (EAT) has offered guidance on how to interpret the Supreme Court judgment in a recent case, in the context of an employment status dispute.
