HR Articles

The news is awash with stories of how companies treat their staff, whether it’s delivery drivers working as self-employed contractors, university lecturers on zero hours contracts, or temporary staff subject to timed toilet breaks.

In the recent case of Gorka Salaberria Sorondo v Academia Vasca de Policia y Emergencias the European Court of Justice determined that the imposition of an upper age limit of 35 years for new recruits to Basque Police Force was not in contravention to EU law.

This week, Tech City reported a huge increase in applications for visas that allow non-EEA tech workers to work in “exceptionally talented” roles in the UK.

Whilst the rate of employment for the non-disabled population is currently 80%, only 48% of disabled people are in employment. This inequality has led the Department for Work and Pensions (DWP) and the Department of Health to jointly publish a Green Paper, “Improving Lives” to look at “one of the most significant inequalities in the UK today”.

Last week the Chancellor of the Exchequer, Philip Hammond, gave his first Autumn Statement.

On 25 November 2016, two new sanctions came into force which can be used by HMRC where it finds a failure to pay the applicable rate of National Minimum Wage/National Living Wage.

Earlier in the year and before the Brexit results were announced we blogged on the EU General Data Protection Regulation (the Regulation) and the impact that this would have on employers going forward. But, what’s the story now the UK has voted to leave the EU - will the Regulation still apply to the UK?

You may have seen in the news the case of Mrs Wood, a senior nurse, who recorded her colleague’s temperature on a screening form at Heathrow Airport as 37.2C

In Liddington v 2gether NHS Foundation Trust, the Employment Appeal Tribunal (EAT) upheld an Employment Tribunal’s (ET) decision to award costs against the Claimant, who was acting in person.

In Thomas v BNP Paribas Real Estate, the Employment Appeal Tribunal (EAT) held that a Tribunal’s finding that a redundancy process was ‘insensitive and perfunctory’ did not easily sit with its ultimate decision that the process was reasonable and the dismissal fair.