In G4S Cash Solutions (UK) Ltd v Powell, the EAT has held that a reasonable adjustment for disability which is incompatible with the terms of the employment contract cannot be[…]
In Trustees of the William Jones’s School Foundation v Parry, the EAT has held that rule 12(1)(b) of the Employment Tribunal Rules 2013 is ultra vires – i.e. outside the[…]
In McTigue v University Hospital Bristol NHS Foundation Trust, the EAT has clarified the circumstances in which an agency worker can claim whistleblowing protection against an end-user by virtue of[…]
In Bougnaoui and anor v Micropole SA, Advocate General Sharpston has given the opinion that an employee’s dismissal for wearing an Islamic headscarf at work, in breach of a direct[…]
In Taiwo v Olaigbe and another case, the Supreme Court has held that while immigration status is a function of nationality, it is not so closely associated with nationality as[…]
New Case Concerning the Definition of Provision, Criterion or Practice in Disability Discrimination Cases: Carreras v United First Partners Research
LATEST NEWS, Our Services May 31, 2016
Appeal against the dismissal of the Claimant’s claims of disability discrimination by reason of a failure to make reasonable adjustments and of constructive unfair dismissal. Respondent’s cross-appeal to the extent[…]
Article 8 (Right to Privacy) not Engaged by Employer Investigating Employee’s Emails
LATEST NEWS May 20, 2016
Garamukanwa v Solent NHS Trust UKEAT This appeal raises the question whether the Employment Tribunal dealt properly with the Article 8 issue raised by the Claimant below in relation to[…]
Report from Daniel Barnett The Trade Union Bill received Royal Assent today and becomes the Trade Union Act. Key provisions are:- requirement for at least 50% turnout in votes for[…]
The world of business is becoming ever more proactive in dealing with workforce issues of all kinds. Workplace mediation can help. Some issues which arise in the workplace are not[…]
The European Court of Human Rights (ECHR) has ruled that businesses are entitled to check that their staff are using private messaging applications for work purposes during work hours.[…]