Important UK employment law cases
Thursday 2 February, 2012
Each Woolworths store was a separate establishment for collective consultation purposes so collective consultation obligations did not arise at stores employing fewer than 20 employees.
Monday 16 January, 2012
A legal costs indemnity provided by an employer under the terms of a compromise agreement did not cover investigations by police into the employee’s alleged criminal behaviour.
Tuesday 10 January, 2012
An employer did not subject an employee to a detriment when it required him to opt-out of the Working Time Regulations as a condition for working overtime.
Thursday 5 January, 2012
The High Court has refused an employer’s application for a barring order preventing a former employee from being involved in its commercial relationship with her new employer, who was one of its clients.
Wednesday 4 January, 2012
Employees cannot claim damages for breach of a contractual disciplinary procedure which results in their dismissal. Compensation for the unfair way in which they have been dismissed can only be recovered through an unfair dismissal claim in the employment tribunal.
Tuesday 3 January, 2012
An employment tribunal could not use its case management powers to allow a respondent employer in a sex discrimination claim to add a former employee as a second respondent.
Tuesday 20 December, 2011
Where an administrator is selling a business, TUPE will apply and the employees will transfer to the buyer. Administrations are not proceedings which have been instituted with a view to the liquidation of the assets and are not therefore exempt from the application of TUPE.
Monday 19 December, 2011
The Leeds Employment Tribunal has awarded record-breaking compensation of 4.5 million pounds to Dr Eva Michalak following a campaign of sex and race discrimination by her former employer, Mid Yorkshire Hospitals NHS Trust.
Thursday 8 December, 2011
Employees are likely to have six years to bring equal pay claims following a recent Court of Appeal decision.
Tuesday 6 December, 2011
An employment tribunal was wrong to take an employee’s long service into account when deciding whether an employer had carried out a reasonable investigation into an employee’s sickness absence.