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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For financial years starting in 2019, all UK listed companies with more than 250 UK employees will have to publish and explain every year the differences in pay between their chief executive and staff
The government has announced that it will make a range of policy changes and introduce new laws to provide new protections for employees and workers
The Supreme Court found that an enhanced pension that was based on the employee’s part-time working, that had been agreed as reasonable adjustments, did not amount to unfavourable treatment
The EAT ruled that a term must be implied into the employment contract, that the employer could not terminate employment on the grounds of incapacity to work while the employee was entitled to disability benefits
The Court of Appeal concluded, by a 2:1 majority, that although the contractual documentation indicated the Uber drivers were self-employed, they were workers and therefore entitled to national minimum wage (NMW), paid holiday and whistleblower protection.
The Government is considering proposals to help parents and carers in the workforce, including creating a duty on employers to consider whether a role may be done flexibly, and making this clear when advertising the role.