The consultation on grandparental leave, which was expected in May, will now not be launched until after the EU referendum on 23 June 2016.
The court made an order for the inspection and imaging of electronic devices and computers belonging to employees and their new employer, and destruction of any confidential information belonging to the former employer found on them, as the employees had admitted using their former employer’s confidential information and the evidence showed that they could not be trusted to delete the material themselves.
The court confirmed that the absence of mutuality of obligation between assignments could be relevant for deciding whether two interpreters were “in employment” for discrimination purposes. Although it is crucial to look at the nature of the relationship while the work is being done, the court decided, that did not mean the absence of mutuality of obligation between assignments might not influence, or shed light on, the nature of the relationship during the assignment.
In order to initiate a claim for discrimination arising from disability, there only needs to be a loose causal link between an employee’s conduct and their disability. The employee was dismissed for misconduct after he lost his temper when his employer moved a course to a venue, which was inaccessible to him as a wheelchair user. Although the employee’s tendency to be short tempered was a personality trait unrelated to his disability of paraplegia, the court reasoned that the situation only arose because he was disabled.
i) The Trade Union Bill received Royal Assent, becoming the Trade Union Act 2016, although it is not yet know when it will come into force. ii) New regulations on employment agencies have come into force, which place further restrictions on overseas recruitment.
The Government will launch a consultation this month on how to implement its proposals to extend Shared Parental Leave to working grandparents by 2018.
A UK court confirmed that employees working abroad, who wish to bring discrimination claims in Great Britain, must satisfy the same test of territorial jurisdiction as for unfair dismissal claims.
The circumstances in which a potentially indirect discriminatory contract can be imposed by an employer on the workforce are set to be examined, as Junior Doctors are challenging the decision of the Government to impose a new contract upon them.
Employers are wary of continuing to employ employees who cannot provide them with evidence of their right to work in the UK, as it is unlawful to do so, and employers can be fined or criminal charges can be brought against them. When one of the Royal Mail’s employees refused to give them the information […]
i) The Government has introduced its new Living Wage for employees over the age of 25, who are now entitled to £7.20 per hour. ii) Employers of apprentices aged 25 and under no longer have to pay National Insurance contributions.