The EAT has made clear that context is key to the determination of whether conduct amounts to harassment.

The Court of Appeal has considered the circumstances in which an employer will be held liable for acts of discrimination committed by their agents.

Individuals are entitled to a right of access to their personal data. In a situation where that request cannot be complied with without disclosing information relating to another identifiable individual –

There has been much media coverage over the last week of ‘heelgate'. The incident involved Nicola Thorp, a receptionist working at PwC, who reported for work in flats and was told to either go and buy a pair of heels or go home.

After an enforced hiatus, the in-person office Christmas party is returning this year and, for many, not even Omicron will stand in the way.

The Court of Appeal has set out what an employer does and does not need to know in order to be found to have discriminated against a disabled employee.

The Claimant, Ms Linsley, had ulcerative colitis, which is classified as a disability. The condition can make individuals need to go to the toilet urgently, flare up and be aggravated by stress.

The EAT has clarified the circumstances in which an employee can fairly be dismissed for gross misconduct.

A university's decision to install surveillance cameras in student auditoriums amounted to a breach of the human rights to privacy of the two professors who taught in them.

Last week I attended the Opening Gala for the BFI London Film Festival 2017. It was the European Premiere for ‘Breathe'; Andy Serkis' directorial debut.

The Supreme Court has confirmed that a contract can validly prohibit variations being made to it orally.

Unless there is an express contractual term stating otherwise, notice of termination of employment sent by post will take effect once the recipient has personally taken delivery of the letter.

The Gender Pay Gap reporting regulations are now in force, and guidance suggests that contractors' earnings may need to be covered in the reports.

The government has rejected calls to introduce a new law banning companies from forcing women to wear high heels at work.

The Greek police force's requirement for new applicants to meet a certain minimum height threshold was indirectly discriminatory against women and could not be objectively justified.

The Claimant, Mr Garamukanwa, was employed by Solent NHS Trust as a clinical manager.

The Court of Appeal has, this morning, clarified that a disclosure does not need to be in the interest of the public at large in order to attract whistleblower protection.

Employers are liable for what happens at out of hours work social events. Whilst the vast majority of Christmas parties pass without incident, when what happened at the Christmas party...

The Senior Managers and Certification Regime (SMCR) was introduced for solo regulated firms in December 2019. On 31 March 2021, the FCA's extended deadline for solo-regulated firms to...

According to the FT, while the UK is being buffeted by Brexit headwinds, the tech sector is now growing at one and a half times the rate of the wider economy.