Ms. Taylor, an engineer at Jaguar Land Rover, identified as gender fluid/non-binary. She suffered discrimination and harassment at work on the grounds of her gender identity. The Tribunal upheld Ms. Taylor’s harassment, direct discrimination and victimisation claims against Jaguar Land Rover, and affirmed that the Equality Act does protect non-binary and gender fluid people from […]
Mr. Sullivan, a sales executive, suffered paranoid delusions that a Russian gang was after him, in 2013 and again in 2017. The delusions impacted on his attendance and timekeeping. Following his dismissal, he brought a disability discrimination claim. For this claim to succeed, Mr. Sullivan had to show that the delusions had a substantial adverse […]
The UK’s Information Commissioner’s Office (ICO) has launched a public consultation on its draft Statutory guidance, which sets out how it will regulate and enforce data protection legislation in the UK, including how it calculates fines. The draft statutory guidance seeks to: • Set out the nature of the ICO’s statutory powers and to be […]
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.
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.