Key Employment Law Changes for 2011 1. Abolition of the Default Retirement Age One of the biggest legal changes employers will have to contend with in 2011 is the abolition[…]
The changes are: • the limit on the amount of a week’s pay for the purposes of calculating, among other things, statutory redundancy payments and the basic award for unfair[…]
The Minister of State for the Department for Work and Pensions, Steve Webb, has announced the proposed rates for statutory sick pay and statutory maternity, paternity and adoption pay for[…]
Edward Davey, the Minister for Employment Relations intends to lobby against the European Parliament’s proposed 20 weeks of maternity leave at full pay at a meeting of the EU Council.[…]
Dismissal Based on Inappropriate Manifestation of Spiritual Belief not Discriminatory
LATEST NEWS Apr 18, 2011
The EAT recently confirmed that an employer can lawfully dismiss an employee who inappropriately manifests his spiritual belief at work. The employee in this case had brought spiritualist DVDs and[…]
Legal Representation for Meetings at Work – A Reasonable Adjustment for Disabled Employees?
LATEST NEWS Apr 18, 2011
The Employment Appeal Tribunal has recently confirmed that it may be a reasonable adjustment for a disabled employee to have legal representation. In Yorkshire Housing Limited v Cuerden the EAT[…]
The Equality and Human Rights Commission concluded in its report “How Fair is Britain?” that the UK is a largely tolerant and open minded place to live and work. However,[…]
The government is considering increasing the qualifying period for unfair dismissal from 1 year to 2 years. The timetable for a decision has not yet been announced, and it is likely[…]
In Tao Herbs and Accupuncture Ltd v Jin the EAT upheld the Employment Tribunal’s award of £11,000 to an unfairly dismissed employee, despite the Employer seeking to argue that this[…]
Employers can only dismiss employees fairly for a fair reason and following a fair process. The Employment Rights Act 1996 sets out the 5 potentially fair reasons which are: capability;[…]