Vicki Ellis 
Many people believe that where an employee works without protest after changes to their terms and conditions they have effectively accepted the changes. However the Court of Appeal in Abrahall V Nottingham City Council have ruled otherwise. Often where changes are made to an employment contract, the employer will face resistance. However, in some circumstances the … Read more
Post-termination restrictions are used by many organisations, but it’s important to draft them appropriately to ensure that the restrictions are enforceable. Post-termination restrictions are also known as restrictive covenants. This guide for employers and managers will cover: why restrictive covenants are used; what would be considered an unreasonable restriction; why it is important to get … Read more
The Taylor review was an independent review of modern working practices giving consideration to different forms of work and the impact on workers rights in addition to the challenges facing the labour market. The government has now published its response to that review which we have detailed in this post to outline the key points … Read more
During the festive period, many managers and HR departments unfortunately find themselves faced with disciplinary issues arising from misconduct at the Christmas party. What action should be taken when companies experience difficult scenarios during work Christmas parties? How can you resolve these? In this short article, we’ll outline an example step by step response to … Read more
Following on from our recent post on the Tribunal ruling on the Uber case, Deliveroo has since won its case at the tribunal. The case was brought by IWGB after asking Deliveroo to recognise it as a union and to start collective bargaining over workers’ rights. Deliveroo refused which led to this test case. In … Read more
A controversial and highly publicised case has now received a ruling at the Employment Tribunal which states that two drivers who provide services to Uber are in fact classified as ‘workers’ under the Employment Rights Act 1996. You can read the judgement here: Aslam and Farrar v Uber This has a significant impact on the … Read more
Monitoring employees at work may be necessary for a variety of reasons. For example, you may need to safeguard employees to ensure workers aren’t at risk from unsafe working practices. In some sectors employers may have a legal or regulatory need to carry out some monitoring. It’s important to be aware that any information you … Read more
When an employee does something which potentially constitutes misconduct, the common reaction is to suspend employees on full pay, pending any investigation and possible disciplinary hearing. However, a recent case calls this approach into question. Typically, employee suspension has been widely regarded as a ‘neutral act’, meaning it causes no detriment to the employee. The … Read more
We recently wrote about the implications of the Modern Slavery Act for employers. As a reminder, the Modern Slavery Act states that organisations with an annual turnover of over £36 million need to produce a slavery and human trafficking statement. Such a statement is required for each financial year ending on or after 31 March … Read more
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