An employer can only be liable for discrimination arising from disability if they knew, or could reasonably be expected to know, that the employee had a disability. But, in a recent case, the EAT said that even if the employer did not know about the employee’s disability at the time of dismissal, they may still be liable for discrimination if they are made aware of the employee’s medical condition during the dismissal appeal process
Is it discriminatory to pay men on shared parental leave less than an enhanced rate paid to women on maternity leave? No, says the Court of Appeal
The High Court recently ruled that the information provided in response to a subject access request (SAR) was inadequate and ordered the data controller to provide significant further information. The court also provided guidance on issues that often arise for employers when responding to a SAR
The High Court has decided that an employer was not liable for an injury sustained by an employee at a work Christmas party, and it also was not vicariously liable for the actions of the person who caused the injury
There are some important changes to employment law coming into force in April 2019, including new rules on itemised payslips and increases to national minimum wage rates and minimum auto-enrolment pension contributions. Read on to find out the key changes employers with UK employees should be aware of
The Court of Appeal decides that the proper test for determining whether an employer can lawfully suspend an employee to investigate allegations of misconduct is whether the employer’s decision was a “reasonable and proper” response to the allegations
The Employment Appeal Tribunal finds that personal injury damages are available for failure to provide rest breaks under Working Time Regulations 1998 (WTRegs)
HMRC has published a policy paper and consultation document on extending the off-payroll working rules to the private sector from 6 April 2020. The consultation envisages that the new rules will only apply to large and medium sized businesses so it is likely that businesses with less than 50 employees or an annual turnover of less than £10.2 million will not be caught
The Employment Appeal Tribunal finds no causal connection between employee’s mistaken belief and her disability, so no disability discrimination is found
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
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