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News archive

  • 18 Jan 2018
    Of course tribunal claims were bound to increase – when fees were introduced in 2013 the number of claims plummeted 70%+, now the fees have gone…guess what? Employment lawyers are busy, but what can a sensible employer do to minimise their chances of becoming a statistic, and what should an employer do, or not do, if they receive a claim? Read our article for more.

  • 17 Jan 2018
    Crawford Vs Network Rail looked again at whether the 20 minute break in 6 hours can be discontinuous or whether it needs to be one break – we expect this case has most significance to employers with smokers who prefer a series of 5 minute breaks over a continuous break. Our article explores the legal issues and touches on what to do if smoke breaks are a problem.

  • 5 Dec 2017
    The Working Time Regs 1998 entitle employees to a minimum of 5.6 weeks statutory holiday each year equating to 28 days for those who work a 5 day week. If an employee is allowed less than 5.6 weeks then put simply you will be breaking the law. For many employers with an April – March holiday year that will indeed happen this holiday year. Our full article outlines the problem...and an appealing solution.

  • 5 Dec 2017
    Potentially quite a lot following the very important case of King Vs Sash Windows at the European Court of Justice – a decision that will influence domestic decisions. The central theme here of course is to make absolutely sure that your ‘self employed’ people are really that – we’ve reported on numerous cases when the courts said they weren’t (Uber, Pimlico Plumbers etc.) This case highlights just how expensive a decision along these lines could be. Forewarned is forearmed, read our briefing for more (and what you should do next.)

  • 4 Dec 2017
    The festive season carries its own challenges for employers, and while in most cases, we can relax and enjoy ourselves, there are some common problems and not all the potential issues are as obvious as the ‘inappropriate’ use of the office photocopier! So what can you do if staff misbehave at staff parties?