The EAT has decided in the case of Wray v JW Lees & Co, that whether time spent by a temporary pub manager on the employer’s premises overnight fell to be taken into account for the purpose of being paid the national minimum wage depended solely on the relevant provisions of the National Minimum Wage[…]
In Zulhayir v JJ Food Services Ltd the EAT has held that an employee was not ‘self-dismissed’ when he failed to reply to a letter stating he would be taken to have resigned unless he contacted the employer. The employment judge had followed an approach rejected by the Court of Appeal in London Transport Executive[…]
In Zulhayir v JJ Food Services Ltd the EAT has held that an employee was not ‘self-dismissed’ when he failed to reply to a letter stating he would be taken to have resigned unless he contacted the employer. The employment judge had followed an approach rejected by the Court of Appeal in London Transport Executive[…]
In Garside and Laycock Ltd v Booth the EAT decided that an employment tribunal was wrong in finding that it was unfair to dismiss an employee who refused to accept a pay cut. The EAT stressed that in addition to considering whether, in the circumstances (including the size and administrative resources of the employer’s undertaking)[…]
We are a specialist firm of employment law solicitors with offices in Brighton and London. We offer an efficient personal service to individuals and the local business community. We also advise charities, trade unions and not for profit organisations.
We are a specialist firm of employment law solicitors with offices in Brighton and London. We offer an efficient personal service to individuals and the local business community. We also advise charities, trade unions and not for profit organisations.
All employees can as of June 2014 apply under the flexible working legislation for flexible working. Employees must have 26 weeks’ service. An application to work flexibly can cover: hours of work; times of work; place of work (as between home and place of business only); and must be taken seriously by the employer. Employees[…]
On the sale or transfer of a business or part of a business or where a major contract is transferred employees may find the identity of their employer has changed. In cases such as this many of an employees’ basic terms and conditions of employment may still be protected by The Transfer of Undertakings (Protection[…]
Since 1998 workers have been protected by the Working Time Regulations. The EC Working Time Directive and set limits on the amount of time workers can spend at work and specify rest break and holiday entitlements. The sanctions under the regulations are both criminal and civil.
It is a statutory requirement to provide all employees with a written statement of terms within 2 months of the employment starting. The statement of terms is a simple but essential record of the basics of the employment relationship. A written contract also helps to provide a useful if not essential record of the agreed[…]