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Pimlico Plumbers lose holiday pay appeal

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The Court of Appeal has ruled that a worker could recover compensation for all the unpaid holiday he took throughout his six year engagement.

Covid-19 : What next after plan-B?

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Employers may be able to show that disciplinary action for refusing to get vaccinated is reasonable or that the policy was objectively justiﬁed. However, in all cases, employers should consider making exceptions for staﬀ who have not been vaccinated on medical, religious or other protected grounds.

It’s just a joke: employer not vicariously liable for employee’s practical joke

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The Court of Appeal has ruled that an employer was not vicariously liable for a practical joke in the workplace.

Changes to right to work checks

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The Home Office has announced changes to the right to work check process from 06 April 2022.

Peter Daly Selected for The Lawyer Hot 100

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Doyle Clayton is pleased to announce that Peter Daly has been selected for the Lawyer Magazine Hot 100 2022. The list, published annually, acknowledges the 100 lawyers whose work has stood out in the previous year across all areas of the law.

Dismissal for raising frivolous and vexatious grievances was fair

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An employer dismissed an employee fairly when it dismissed him for repeatedly raising grievances which it considered to be frivolous and vexatious.

EU gig economy workers could be reclassified as employees

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Online platforms operating in the EU may have to reclassify some of their self-employed workers as employees if new EU proposals are adopted.

England moves to Plan B due to rapid spread of the Omicron variant

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England moves to Plan B due to rapid spread of the Omicron variant. The announcement comes amid concerns that we could see a doubling of cases of the Omicron variant every two and half to three days, leading to pressure on the NHS.

Keeping Children Safe in Education - Top tips for dealing with ‘low-level’ concerns

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The latest updates to the statutory guidance introduce a new duty on schools and colleges to deal with “low-level” safeguarding concerns.

Changing terms of unionised workforces

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The Supreme Court has ruled that an employer may only bypass its recognised trade union and make an offer of revised terms directly to employees if it has first followed and exhausted the agreed collective bargaining process.