These Employment Law articles have been written to provide you with the latest new, updated, and amended laws; we also provide interpretation and suggested implementation of the employment law.
The Telegraph reports that Unison is bringing a legal challenge to the High Court today over the introduction of fees for employment tribunals. The new tribunal fees, which were introduced in July, have been the subject of widespread criticism. Unison, who are being supported by the Human Rights Commission, argue that the fees are contrary … Read more
In this month’s employment law round up, we’re looking at recent cases at tribunal, with a focus on protected characteristic discrimination claims.
Slavery may feel like a matter that should be confined to the history books but unfortunately it remains an issue in the UK today that very much needs attention and action. Figures have been reported that, over the last five years, the number of potential victims being trafficked into the UK has risen by 245%. … Read more
There’s been a lot of talk over the last year or so about the changes to be made to the employment tribunal rules 2013. The Government has now published the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013, which came into force on 29 July 2013.
We think that it’s important that both employers are employees are aware of the changes that will take place and how it may affect them when they attempt to resolve disputes.
These days we’re all too aware of allegations of bribery and corruption in the business world, most recently from the Fifa scandal that continues to rumble on.
With effect from from the 1st July 2011 The Bribery Act 2010 came into force across the UK.
So what does this mean for you?
A quick overview of the Bribery Act
The purpose of the Act is to stamp out bribery and corruption in the workplace. There are three principal offences under the Act, which are:
Offering or receiving a bribe
Under the Act it is an offence to offer or give a financial or other advantage to someone else for the purpose of influencing them to perform their relevant function or activity improperly or as a reward for something they have already done.
By ‘improper’ the Act means performing in a way which goes against good faith, impartially or in accordance with a position of trust. A common sense approach is necessary when deciding if performance has been improper, particularly when it comes to existing hospitality arrangements.
The qualifying period for an employee to bring an unfair dismissal claim will increase from one year to two years on 6 April 2012.
The Government have introduced this to “provide more time for employers and employees to resolve difficulties, give employers greater confidence in taking on people and ease the burden on the employment tribunal process” (Resolving workplace disputes: public consultation BIS website)
The increase will apply only to employees who join your organisation on or after 6 April 2012. The current one-year qualifying period will continue to apply to employees who started their employment prior to 6 April 2012.
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
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