An employment tribunal ruled that CitySprint couriers were workers, even after a change in their contractual terms, and therefore entitled to receive holiday pay.
The Employment Appeal Tribunal (EAT) ruled that a dismissal for “some other substantial reason”, when the employer had not followed any procedure, was not unfair.
The Employment Appeal Tribunal (EAT) ruled that is was a reasonable adjustment for an employer to undertake to give an employee a redundancy severance package if her request to not work with certain colleagues was unworkable.
Experienced practitioners from Australia, China, India, Japan, and Singapore will share their perspectives on key issues facing multinational employers required to make organizational changes in light of COVID-19:
- COVID-related laws, regulations and programs which affect or alter the normal restructuring legal scheme
- Limitations or special provisions affecting economic dismissals
- Wage subsidies, salary reduction measures, work-sharing or other programs to avoid job loss
- Actual COVID restructuring experiences country-by-country
- Major restructuring events — what sectors, how large, what types of employees
- Major challenges legally as well as in public relations, governmental/political affairs, and labor relations
- Lessons learned and best practices
We invite you to view the final presentation of this webinar by clicking on the icon below:
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- Thomas Choo (Clyde & Co Clasis in Singapore)
- Michael Harmers (Harmers Workplace Lawyers in Australia)
- Sowmya Kumar (Induslaw in India)
- Tatsuo Yamashima (Atsumi & Sakai in Japan)
- Carol Zhu (Zhong Lun in China)
- Moderator: John Sander (Jackson Lewis in USA)
Date and time:
September 22, 2020 12:00 am - 9:00 am (UTC)
As part of the UK government’s plans to support the UK economic recovery, it announced plans to pay a Job Retention Bonus to employers who keep their furloughed employees on after the Coronavirus Job Retention Scheme (CJRS) ends on 31 October 2020 – and further details have now been published.
The UK government has introduced new rules aimed at ensuring that statutory payments to which furloughed employees are entitled, such as redundancy or notice pay, are based on their normal pay, rather than reduced furlough pay.
The High Court in the UK has ruled that breaching a generic confidentiality clause in a COT3 settlement agreement did not bring an end to the agreement.
The UK government has published guidance on the more flexible form of its Coronavirus Job Retention Scheme (designed to support employers to pay the salaries of those employees who take a temporary leave of absence because of the difficulties their employer is facing due to Covid-19) that will start from 1 July 2020.
The Employment Appeal Tribunal (EAT) has ruled that if the sole or principal reason for a change to an employment contract is a TUPE transfer then that change is void – even where it is beneficial to employees.
If the “last straw” (i.e. the final event that leads to the employee resigning) is innocuous, can the employee still succeed in a constructive unfair dismissal claim? Yes says the Employment Appeal Tribunal – even if the “last straw” is innocuous, the employee may be able to rely on an earlier fundamental breach by employer to succeed in a constructive dismissal claim.