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EAT: decision-maker must have some knowledge of the whistleblower's concerns...

Having an accident at work is not, on its own, a fair reason for dismissal. Employers owe every member of staff a legal duty to provide a safe working environment, and the law does not allow them to legally dismiss employees simply because they were injured or intend to claim compensation. As such, you cannot be sacked for purely for the fact of having had an accident at work, though the circumstances involved can affect whether a later dismissal is fair.

When your employer offers voluntary redundancy through a settlement agreement, understanding the key differences from statutory redundancy becomes crucial. This comprehensive analysis examines the legal frameworks, financial implications, and strategic considerations that determine whether accepting a negotiated settlement or proceeding through formal redundancy procedures better serves your interests.

There have been several developments and points of clarification on the CJRS since the announcement on 5 November 2020 that the scheme would be extended to 31 March 2021

Overturning a decision of the Scottish EAT, the Court of Session has ruled that unknown future claims arising under the Equality Act 2010 may be waived in a settlement agreement provided...

The apprentice rate increases from £3.70 to £3.90 per hour.

The UK government revised and republished the statutory Code of Practice on firing and rehiring. The Code addresses the practice of unfairly dismissing a worker and then rehiring them on different terms.

The draft Bereaved Partner's Paternity Leave (BPPL) Regulations 2026 were laid before Parliament on 15 January 2025 and will come into force on 6 April 2026...

The Coronavirus Job Retention Scheme (Scheme) has recently begun to wind down, with Government contributions dropping to 70% of pay from 1 September 2020...

The Education & Skills Funding Agency (ESFA) has updated the rules for academy trusts considering making a special severance payment to a member of staff.

Mandatory retirement policies, like Oxford University's EJRA, face scrutiny for potentially enabling age discrimination. Employers must demonstrate that such policies serve a legitimate business aim, with no viable alternatives, to be justifiable under employment law.

In the next of our back to basics series, Gowling WLG's Combined Human Resources Solutions (CHRS) team provides a recap of the key points to be aware of and how these rights can be dealt

If Labour wins the election, it plans to implement major employment law reforms within 100 days, including "day-one rights" for new workers, outlawing exploitative zero-hours contracts, and increasing the minimum wage.

Upcoming UK employment law changes in 2024 include: flexible working as a day-one right; paternity leave flexibility; a new unpaid carer's leave; enhanced redundancy protection for pregnant women and new parents; and simplified TUPE consultation for small businesses.

It's that time of the year when employment law changes traditionally take effect in the UK. There is little legislative change this April, but we expect new guidance on living with Covid...

In 2022, in the wake of publicity around P&O Ferries' handing of the dismissal of a large number of employees...

The UK Government set out its mini budget on Friday 23 September with economic growth its main focus. And given growth for July 2022, standing at just 0.2%, and a contraction in the third quarter...