Posts Tagged With 'Employment Law Advice'

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10 steps to fairly manage disciplinary issues

10 steps to fairly manage disciplinary issues

Most employers will, at some stage, have to deal with misconduct by employees. When doing so, it is important to ensure that a fair procedure is followed. It is also important to act consistently and reasonably in relation to any action that is taken...

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ESP Law Limited is a new type of law Firm. We want lawyers to concentrate on giving practical, commercial, solutions based advice to our customers on the premise of fantastic, world class customer service...

#MeToo and Beyond – Time to take sexual harassment allegations seriously (Part 1)

#MeToo and Beyond – Time to take sexual harassment allegations seriously (Part 1)

The #MeToo movement has not increased incidents of sexual harassment, but it may well increase reporting of inappropriate behaviour in the workplace as employees feel more empowered to speak out. It is important for employers to handle situations sensitively and professionally...

The test for a fair dismissal – Reasonable investigations

The test for a fair dismissal – Reasonable investigations

In this feature we look at the case of NHS 24 v Pillar UKEATS/ 0005/16/ JW. In this case, the Employment Appeal Tribunal (EAT) held that an Employment Tribunal was mistaken in finding a misconduct dismissal unfair on the basis that the investigation considered previous incidents that had not...

After Uber and Deliveroo – what does “worker status” actually mean?

After Uber and Deliveroo – what does “worker status” actually mean?

It has been a busy few weeks for the definition of “employment status” with two important decisions being issued on the status of individuals working within the growing “gig economy”. The first decision was a decision in the EAT about the employment status of Uber drivers and the second was a...

Holiday Pay Disarray – King v The Sash Window Workshop Limited

Holiday Pay Disarray – King v The Sash Window Workshop Limited

This momentous ECJ ruling is expected to bring holiday pay litigation back to the top of the agenda for many employers in the UK. The consequences of this ruling are far-reaching and potentially financially disastrous for some business models. The ECJ has again made it abundantly clear that the...

Autumn Budget 2017 – what do employers need to know?

Autumn Budget 2017 – what do employers need to know?

Last Wednesday the Chancellor delivered the first budget since the general election, it was also the first Autumn, as opposed to Spring, budget but were there any interesting announcements that employers need to be aware of?

The Uber decision – What does it mean and why is it so important?

The Uber decision – What does it mean and why is it so important?

Just over a week ago, Uber lost its appeal against the decision of the London Central Employment Tribunal that Uber drivers were workers rather than self-employed contractors. The EAT upheld the Employment Tribunal’s decision that the Uber drivers were workers and therefore entitled to the...

Uber drivers are “workers” confirms the EAT

Uber drivers are “workers” confirms the EAT

Breaking news – Uber has lost its appeal on the employment status of its drivers.

Mental health at work

Mental health at work

An independent review on how employers can better support the mental health of employees, including those with mental health problems or poor well-being, was published last week...

Family Friendly Rights – What's on the horizon?

Family Friendly Rights – What's on the horizon?

Employees have a number of fundamental family friendly rights in the workplace. It is important to be aware of the family friendly rights available to your employees and to be alert to any proposed new rights. In this blog, we explore what changes are on the horizon...

Sponsor Management Series – Compliance as a Sponsor of Migrant Workers

Sponsor Management Series – Compliance as a Sponsor of Migrant Workers

In the second edition of our series on migrant worker sponsor management, we look at some of the obligations sponsors must adhere to.