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.
From 6 April 2020, parents who have suffered the loss of a child under 18, or a stillbirth from 24 weeks’ pregnancy, will be entitled to two weeks’ statutory parental bereavement leave. They can also receive statutory parental bereavement pay if they have 26 weeks’ service
The Supreme Court has found that Barclays Bank was not vicariously liable for sexual assaults carried out by a doctor who was engaged as an independent contractor
The Supreme Court has ruled that the supermarket chain Morrisons was not vicariously liable for the actions of a rogue employee who, driven by a grudge against the company, took payroll data relating to 100,000 employees and published it online
The government has confirmed that the new off-payroll working rules (IR35) will come into force on 6 April 2020 and has updated the HMRC Employment Status Manual
The government has published a policy statement setting out its proposals for a new UK immigration points-based system that will apply from 1 January 2021, following the end of free movement between the UK and EU
The Court of Appeal ruled that an employee suffered a detriment when his former employer made inaccurate rebuttals of his whistleblowing allegations, but that the detriment was not because of his protected disclosures