HR Articles

The Government has now confirmed that, as expected, the main provisions of the Trade Union Act 2016 will come into force on 1st March 2017.

The Court of Appeal has recently held that a collective agreement already in place with a non-independent trade union (a “sweetheart deal”) prevented an application by an independent trade union for compulsory recognition (Pharmacists’ Defence Association Union (PDAU) v Boots Management Services Ltd (Boots) and Secretary of State for Business Innovation and Skills).

The historic insurance market, Lloyd’s of London, has hit the headlines as it announced a ban on drinking alcohol between the hours of 9am and 5pm.

Most of us are likely to be spending Valentine’s Day at work and, although many people will be separated from their partners, those looking for love may not need to look any further than across the office or shop floor. Whilst good working relationships are important for a successful business, it is not uncommon for these relationships to stray beyond the boundaries of a professional working relationship and into the realms of romance.

Today the Court of Appeal has handed down its decision in a case brought by plumber Gary Smith against Pimlico Plumbers. The Court upheld an earlier Employment Tribunal decision that Mr Smith was a worker and not self-employed.

It’s being reported that Starbucks in the US is offering employees and their families free immigration advice from Ernst & Young following President Trump’s controversial ‘travel ban’. A spokesperson for the coffee chain told the website Buzzfeed that the service is helping staff “navigate through this confusing period”.

In a notable judgement, the High Court refused an application to order compliance with a subject access request (SAR) on the basis that searches had been reasonable and proportionate and legal professional privilege was properly claimed.

In the case of Metroline RATPDEV Ltd v Morris, the EAT held the Claimant’s activities of storing, using or disseminating confidential information did not amount to ‘trade union activities’ and did not, therefore, attract the protection of automatic unfair dismissal.

It is accepted that attendance at religious festivals can constitute a manifestation of religious belief giving rise to indirect discrimination claims, however, the EAT in Gareddu v London Underground Ltd held that the employee’s request must be genuine

In Adesokan v Sainsbury’s Supermarkets Ltd, the Court of Appeal upheld a High Court decision that a failure to act can, in certain situations, amount to gross misconduct.