The Employment Appeal Tribunal (EAT) has held that a client’s instruction to a contractor to remove an employee from its services did not mean that the individual was not assigned to those services for the purposes of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). In Jakowlew v Nestor Primecare Services Limited (t/a […]
The Department of Business, Innovation and Skills has updated its list of prescribed persons and bodies to whom individuals can make a protected disclosure (assuming the other criteria are met). If your policies specifically refer to prescribed persons or bodies ensure that they are updated accordingly.
The Court of Appeal has recently ruled that UK companies entering a contract with a non-UK company should ensure the contract is executed by the foreign company in accordance with the law of its own country, even if the contract is governed by the laws of England & Wales. The case of Integral Petroleum SA […]
The key provisions under the SBEEA 2015 include section 152 which substantially increases the penalty that can be imposed on an employer that underpays its workers in breach of the National Minimum Wage legislation and section 153 which prohibits the use of exclusivity clauses in zero-hours contracts. In essence, section 153 effectively prohibits any clause […]
In the case, Dr Reynolds, the Claimant, worked as Chief Medical Officer under a consultancy agreement with CLFIS (UK) Ltd (Canada Life). Following a presentation by the Managing Director of the Division (prepared with the assistance of another manager), which highlighted various perceived problems with the Claimant’s performance, Canada Life’s UK General Manager decided to […]
The recent case of Chesterton Global Ltd and Anor v Nurmohamed is the first appeal case since the law was amended in 2013 and considers the issue of what amounts to a disclosure “in the public interest.” A director and employee of Chesterton Global Ltd complained to senior management that the company’s profit and loss […]
The employee was employed as a bus driver. As the employee’s driving was considered to be below an acceptable standard and she had repeatedly refused to attend the training school, she was subject to disciplinary proceedings. During the disciplinary proceedings the employee made certain allegations about some of the managers involved. Despite these allegations the […]
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