ACAS believes that fewer companies will bother trying to resolve staff disputes in future as they hedge their bets that workers cannot afford to bring a claim to tribunal under the new rules.

An interesting addition to the developing law on misconduct dismissals in the context of employees' inappropriate use of social media.

In the case of Lockwood v Department of Work and Pensions and another [2013] UKEAT0094/12/0402 the DWP operated a redundancy pay policy which was designed so that employees who were over the age of 35 when they were dismissed received an enhanced redundancy payment.

In Hawkins v Atex Group Ltd and others UKEAT/0302/11 the EAT has cast doubt on a very recent EAT decision (Dunn v Institute of Cemetery and Crematorium Management UKEAT/0531/10) in relation to marital discrimination.

For a number of years, it has been common practice for individual contractors to supply their services through an intermediary, typically a personal service company or a managed service company.

The Court of Appeal decision in Woodcock v Cumbria Primary Care Trust [2012] EWCA Civ 330 is an interesting case that considers the justification of age discrimination on costs grounds.

The EAT has held in F & G Cleaners Limited v Saddington and others UKEAT/0140/11 that employees who were unfairly dismissed contrary to TUPE did not fail to mitigate their loss.

Ms Meister brought a discrimination claim against Speech Design in the German courts.

Mark Carney, the Governor of the Bank of England and Chair of the Financial Stability Board, has warned of a likely increase in regulation for Fintech firms due to the "systemic risks" they pose...

For a number of years, it has been common practice for individual contractors to supply their services through an intermediary, typically a personal service company or a managed service company.

The European Court of Justice has confirmed that an employee who falls sick whilst on annual leave can treat the leave as sick leave and can take their annual leave at a later date, even if this means that they have to carry it forward into the next leave year.

The EAT has held in Seawell Ltd v Ceva Freight (UK) Ltd and another UKEATS/0034/11 that an employee who spent all of his working time on a single client account was not an organised grouping of employees for the purposes of the service provision change test under TUPE.

In the case of Lloyd v BCQ Mr Lloyd was employed as a Works Director by BCQ, a printing company.

As a reminder, the following employment law reforms came into force this month...

We have discussed below two cases involving apparently coordinated efforts by employees to join their employer and/or compete with it. Taken together, the cases are a helpful reminder that even if there.

A discussion on the most recent changes in the employment law sector.

There have been two interesting cases on collective consultation in recent weeks.

Unless you’ve been hiding in a cave for the last few weeks, you will know that the News of the World ("NOTW") announced on Thursday 7 July that its last edition would be published on Sunday 10 July.

Manchester College v Hazel and another concerns a TUPE-related dismissal. Under TUPE, dismissals in connection with a TUPE transfer are automatically unfair unless they are for an "economic, technical or organisational reason entailing changes in the workforce" (an "ETO reason").

The recently published NDS promises a transformation of the UK's data practices. Even though GDPR will be transposed in its entirety into UK legislation, there is an expectation that this could be updated in line with the NDS.