Against the backdrop of a rising number of appeals against unless orders, the Employment Appeal Tribunal (EAT) has issued useful guidance for Tribunals.
It can be a concern for employers that Employment Tribunal hearings are generally conducted in public, meaning they can attract the attention of the press and other third parties.
IKEA UK has entered into a 'section 23 agreement' with the Equality and Human Rights Commission (EHRC). The agreement follows a complaint from a former employee about the company's approach to sexual harassment.
The Employment Appeal Tribunal has upheld an Employment Tribunal decision that an employee's disruptive conduct at work was not attributable to his disabilities.
An Employment Tribunal was acting within its case management discretion when it made an 'unless order' following which all of the claimant's claims were struck out for non-compliance.
An Employment Tribunal has found that a college was entitled to object to the way its former Chaplain manifested his beliefs, following a sermon he delivered in the college chapel.
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.
