An employer which offered childcare vouchers by way of salary sacrifice was not obliged to continue to pay them to an employee on maternity leave.
An employee’s complaint about her cramped working conditions may have been sufficiently in the public interest to amount to a whistleblowing disclosure.
A company who sent written concerns about their performance to an employee who was off sick with work-related stress was found to have constructively dismissed that employee.
The director of a cooked foods wholesaler has been disqualified for employing illegal workers in Birmingham.
A large number of cleaners working in hospitals in London went on strike to call for payment of a living wage.
Employment Law News Care company could be sued for paying under minimum wage One of the UK’s largest care companies could be facing litigation from
IKEA in Dublin has been ordered to pay €30,000 (£23,000) for unfairly dismissing a member of staff who had drunk a milkshake without paying for it.
Anyone who has ever been party to a settlement agreement will most likely be aware that an employee gets the first £30,000 of any termination payment tax-free, with any excess subjected to income tax as normal. The current position is that, even for the portion of a termination payment which exceeds the threshold and is taxable, National Insurance Contributions (NICs) are not payable.
The Financial Conduct Authority and the Prudential Regulation Authority have announced that they will not be applying the European CRD IV bonus cap to small firms.
As of 6 April 2016, Employment Tribunal awards will increase. The maximum compensatory award will be the lower of a year’s pay and £78,962 (increasing from £78,335). The upper limit on a week’s pay, which is relevant to various calculations including statutory redundancy payments and basic awards for unfair dismissal, rises to £479 from £475.
An employer’s decision regarding the split of a commission pool between offices was unreasonable in circumstances where the rules set out in the commission plan were not followed.
A Bristol-based company has introduced a ‘period policy’ to allow female staff to work flexibly around their menstrual cycle.
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