The Department for Business and Trade has named 524 employers for failure to pay the National Minimum Wage following investigations by HMRC between 2015 and 2023.
A Tribunal should have struck out a claim where the claimant failed to send his witness statement to the respondent despite being under an express obligation to do so.
The Employment Appeal Tribunal (EAT) has found that a Tribunal was entitled to conclude that a Claimant had not been victimised, even though its reasoning for rejecting the victimisation claim was wrong.
The Employment Appeal Tribunal (EAT) has found that the Tribunal was wrong to strike out a claim on the basis that the claimant's conduct made a fair trial impossible.
The Employment Appeal Tribunal (EAT) has recently found that liability for discrimination claims does not transfer under TUPE in cases where the perpetrator's employment transfers, but the claimant's does not.
The Employment Appeal Tribunal (EAT) considered a case where a parent company made changes to a Long Term Incentive Plan (LTIP) which excluded former employees who had already retired.
In a first instance decision, the Employment Tribunal has upheld a claim for discrimination, harassment and victimisation relating to an employee's protected gender critical beliefs.
The Employment Appeal Tribunal has found that an external job applicant was not a 'worker' for the purposes of whistleblowing protection. This meant the Tribunal had no jurisdiction to hear her claim.
The Employment Appeal Tribunal (EAT) has found that an individual working through a service company was neither an employee, nor a worker, in employment law.
The Employment Tribunal has awarded compensation to an employee who was unfairly dismissed and discriminated against due to circumstances arising from his disability.
The Equality and Human Rights Commission (EHRC) has responded to the Government's consultation on hiring agency staff during industrial action. The response highlights concerns about the impact of the proposal.
The Scottish Court of Session assessed whether a settlement agreement waived an age discrimination claim which arose after the termination of employment.
