Email: law@baineswilson.co.uk
Fax: 01228 549560
Carlisle office: 01228 552600
Lancaster office: 01524 548494
Baines Wilson LLP send our clients and contacts legal updates by way of short email alerts covering Employment, Corporate, Commercial and Property issues.
A selection of our most recent alerts are contained below and our archived alerts can be viewed here.
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The Government introduced ‘Fit Notes’ on 6 April 2010 in an effort to encourage employees to return to work quickly following sickness absence and to combat the sick note culture.
The question of whether post-employment victimisation is covered by the Equality Act 2010 has become one of the hot topics in employment law over the last 6 months. The typical example of post-employment victimisation is where an employer provides a less favourable reference because a former employee has complained of discrimination or brought discrimination claims.
One of the keys to the success of any company is its employees.
Employees who are loyal, dedicated and hard-working can make a significant contribution to the growth and profitability of a company.
Ensuring that employees are incentivised is essential, particularly in the current economic climate.
The last few years have seen Employment Tribunals becoming less willing to ‘strike out’ weak claims before they reach a full hearing. The frequently relied upon reason for cases being struck out is that they have ‘no reasonable prospects of success’.
If an employee is dismissed because a client no longer wants them at their premises, what steps should the employer have taken to defend an unfair dismissal claim?
A recent Employment Appeal Tribunal (EAT) case has considered whether a genuine redundancy arose where the employee was under-performing and his replacement had already been recruited.
A recent Employment Appeal Tribunal (EAT) case has considered how the effects of obesity should be considered when assessing whether an employee is disabled.
A recent Employment Appeal Tribunal (“EAT”) has considered whether a former employee can bring a claim for victimisation, where the detriment complained of arises after the employment relationship has come to an end.
On 14 March 2013, the Government published ‘Employment Law 2013: Progress on Reform’, part of which sets out a timetable for implementing new legislation.
Some changes which were proposed for April 2013 have now been put back, including whistleblowing rules (Summer 2013), new Employment Tribunal Rules (Summer 2013) and Employee Shareholder status (Autumn 2013).
Highlights from the revised timetable are set out below.
A recent Employment Appeal Tribunal (“EAT”) case has considered the fairness of a redundancy selection procedure which included a series of competency tests normally used in the context of recruitment.
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Carlisle office:
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Carlisle,
CA3 0JW
Tel: 01228 552600
Lancaster office:
Unit 3, Lancaster Business Park, 10 Mannin Way, Caton Road ,
Lancaster,
LA1 3SW
Tel: 01524 548494
Fax: 01228 549560
Email: law@baineswilson.co.uk
