FORTHCOMING LEGISLATION In general, the government introduces legislative changes twice a year. We provide an overview of the main changes effective for the next six months from October 2011.
COST OF RELIGION Indirect discrimination is potentially justifiable by employers. We look at a case in which the Employment Appeal Tribunal said that employers can rely on cost to justify an otherwise indirectly discriminatory policy.
JOB CAPABILITY The Employment Appeal Tribunal has confirmed that the decision to dismiss someone is ultimately a managerial, not a medical one, and that employers have to make their own assessment of the risks involved in a return to work.
IN BRIEF A report published last month has found that the work-life balance of many workers in the UK has deteriorated as a consequence of the recession.
To read more please click on the following link – Employment Law Update – September 2011
REDUNDANCY We provide a brief overview of existing redundancy law, giving employers an outline of their obligations.
EVADING THE QUESTION The law says that tribunals can draw inferences from evasive answers given in discrimination questionnaires, but the appeal tribunal has just held that answers that are less than complete are not necessarily “evasive or equivocal”.
NEGLIGENT STATEMENT We look at a case in which the court said that employers may have to pay damages to employees if they make negligent statements about them to a former employer.
IN BRIEF The government has announced that it will retain the right to request time off for training to employees in large organisations.
Click on the link to read more – Employment Law Update – August 2011
RACE DISCRIMINATION We provide an overview of race discrimination which includes changes made under the 2010 Equality Act
RETIREMENT LETTER Under the age regulations, employers must follow a specific procedure when they want to compulsorily retire an employee. A court has now said that they must also tell employees what to include in their letter when exercising their right to request to stay on.
PROPORTIONATE TREATMENT Although employers can give women who are pregnant special treatment, we look at a case in which the court said that the “special treatment” provisions are limited to what is proportionate.
IN BRIEF The UK, along with 13 other European Union member states, appear to have stopped the Pregnant Workers Directive in its tracks indefinitely.
Click on the link to read more – Employment Law Update – July 2011
