The Chancellor of the Exchequer has announced that a new wage support scheme will run between 1 November 2020 and 30 April 2021. In this briefing, we explain what we know so far about the new “Job Support Scheme”
Employees who are dismissed because of their trade union membership or activities and/or because they have blown the whistle are able to claim that they have been automatically unfairly dismissed.
With the coronavirus pandemic likely to intensify the backlog of employment tribunal claims, the Government has announced a raft of the changes designed to streamline the conduct of disputes and improve capacity within the tribunal system.
We were warned years ago that a pandemic was on the horizon, and we needed to prepare, but why did those warnings go largely ignored by governments worldwide?
Earlier this year the Supreme Court issued two judgments on the scope of an employer’s vicarious liability.
As the Coronavirus Job Retention Scheme (Scheme) winds down we consider what employers are required to pay to redundant furloughed employees.
In a recent case, the EAT considered whether a Tribunal was right to order an employer to re-engage a former employee in whom they had lost trust and confidence and place them into a role for which they lacked the essential skills.
A recent decision shows that where there has been an irretrievable breakdown in relations between colleagues, an employer may be able to dispense with a formal dismissal process and still dismiss fairly.
The Government has published further details of the Job Retention Bonus which will be payable to employers who employ furloughed employees until at least 31 January 2021.
Market-leading, specialist employment law firm BDBF, ranked as one of The Times’ Best Law Firms, today announces the appointment of new equity partner Paula Chan.
This is BDBF’s guide to how the second phase of the COVID-19 Job Retention Scheme (Scheme) will operate between 1 July 2020 and 31 October 2020.
In Lamonby v Solent University the Employment Tribunal had to consider whether it was fair to dismiss an employee who had made remarks which betrayed a tendency to stereotype according to race, even where such stereotypes were sometimes positive.
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