The Employment Appeal Tribunal (EAT) has held that time spent travelling from home to their assignment is not constitute 'time work' and does not attract National Minimum Wage.
From 26 October 2024, employers will be under a new legal duty to take reasonable steps to prevent the sexual harassment of staff at work. Gareth Edwards takes a closer look at the background of the new law and what it will mean in practice.
In a recent decision, the High Court has confirmed a point of law that was previously unclear, confirming that trade unions have the necessary standing to sue for defamation.
The Employment Appeal Tribunal (EAT) has found that the Tribunal adopted incorrect reasoning in a claim relating to pregnancy discrimination by reason of redundancy.
The Employment Appeal Tribunal (EAT) has confirmed that the refusal to allow circuit-judges to remain in an older, more favourable pension scheme, was not discriminatory on the grounds of part-time working.
We have woken up today to the news that Labour has won the general election by a landslide. The new government is likely to make significant employment law changes.
The Court of Appeal has told a group of contractors that they are not able to bring claims of indirect race discrimination against the end-user of their services.
The Employment Appeal Tribunal (EAT) has held that a tribunal erred in finding that a dismissal was fair in the absence of consultation over a redundancy pool of one.
The Employment Appeal Tribunal (EAT) has upheld the Tribunal's decision in a claim about an employer's refusal to grant a permanent employment contract to a fixed-term employee.
The Employment Appeal Tribunal (EAT) has found that a Tribunal was correct to strike out a claim for disability discrimination due to a waiver in a settlement agreement.
The Employment Appeal Tribunal (EAT) has found that the Tribunal adopted incorrect reasoning in a claim about an employer's strict policy on unauthorised leave.
In a recent decision, the Employment Appeal Tribunal (EAT) has offered a reminder about the importance of considering redeployment before dismissing a disabled employee.
The EAT has found that an employer could not rely on an agreement with a third-party provider to withdraw a lifelong travel benefit from its employees without breaching their contracts.
A recent decision has confirmed that employers can be liable for victimising employees who previously made protected disclosures, even though the decision-makers were not personally aware of the history.
