Paula Chan speaks to International Banker about whether NDAs are an ‘easy fix’ for employers and considers whether they can silence an employee in any circumstance.
The 2021 Queen’s Speech was delivered on 11 May 2021. In this briefing, we take stock of what it had to say about employment law reform.
In Commissioner of the City of London Police v Geldart the Court of Appeal held that an employer did not discriminate against a female employee when it mistakenly withheld an allowance during her maternity leave.
In Sinclair v Trackwork Ltd the Employment Appeal Tribunal (EAT) determined that it was unfair to dismiss an employee who caused friction in the workforce as a result of the way he undertook mandatory health and safety activities.
In the recent constructive unfair dismissal case of Flatman v Essex County Council, the Employment Appeal Tribunal (EAT) held that a tribunal misapplied the law by failing to identify whether a fundamental breach of contract occurred at any point up to the employee’s resignation.
Following BDBF’s recent win in the EAT, Gareth Brahams will be speaking at the ELA annual conference on 14 June alongside James Laddie QC
Gareth Brahams speaks at the White Paper Conference answering the question: when can you be fixed with constructive knowledge of an undeclared disability?
This week, 10-16 May 2021 is Mental Health Awareness Week. Hosted by the Mental Health Foundation, the week provides an opportunity for people to focus on achieving good mental health.
Top-ranked, specialist employment law firm BDBF is delighted to announce the recent appointment of two new lawyers to its Associate team.
With good progress being made on the Government’s proposed roadmap out of lockdown and the vaccination roll out, we consider when office-based employers can bring workers back to the workplace.
In Price v Powys County Council, the Employment Appeal Tribunal (EAT) has determined that it was not directly discriminatory to enhance pay to a female employee on adoption leave and not to enhance statutory pay for a male employee on shared parental leave.
In Rodgers v Leeds Laser Cutting Ltd an Employment Tribunal decided that it was not automatically unfair to dismiss an employee who refused to attend work because he was worried about catching COVID-19 and giving it to his children.
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