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Faced with the ongoing costs and risk exposure associated with defined benefit pension provision – pressures which have been exacerbated by the impact of Covid-19 – many independent schools have been forced to review whether they can continue to provide their teaching staff with membership of the TPS as part of their terms and conditions of employment.
An employee who was dismissed due to the manner in which she raised a whistleblowing concern had not been automatically unfairly dismissed on whistleblowing grounds. The employment tribunal had been entitled to find that her conduct when blowing the whistle (the employer’s reason for dismissal) was separate from the whistleblowing disclosure itself.
In one of the most keenly followed Employment Tribunal cases of recent years, Doyle Clayton client Allison Bailey has succeeded in her claim for discrimination against the Barristers Chambers of which she was a tenant.
An employment tribunal has ruled that a school’s failure to provide a teacher with a private room to express breastmilk amounted to harassment related to sex. As a result of the school’s failure the teacher was forced to express in the toilets or her car.
A without prejudice letter which contained exaggerated allegations of serious misconduct was not admissible in evidence in the employment tribunal. It did not fall into the ‘unambiguous impropriety’ exception to the without prejudice rule.
Our employment experts discuss when bonuses go bad and how employers might get caught up in disputes over a bonus being payable.
Our employment experts discuss where bonuses are discretionary and where they're contractual and get to the bottom of why the distinction between the two is so important.
In a significant post-Uber decision, the Employment Appeal Tribunal has clarified the test for determining worker status. The judgment has potential wide-reaching implications for thousands of NHS dentists.
Our employment and compliance experts on what to report to the Financial Conduct Authority and how disclosure works.
An employment tribunal has ruled that an employer’s requirement for employees to be office-based indirectly discriminated against an employee who cared for her disabled mother.
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