Our employment law team work alongside clients, as trusted partners navigating the best course of action.
Employment law is a rapidly changing and a breach could have consequences that can be costly to rectify.
We can offer a reassuring hand to help navigate the employment regulations and guide you to the right solution, offering the full range of employment law advice including immigration advice.
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- 24 May 2016
HR = Human Relationships
Focus in many successful companies is concentration on winning business, operational excellence and adding profit. All good, but do human relationships usually get sidelined?
- 19 May 2016
Employers could be vicariously liable for privacy breaches
The recent High Court decision of Axon v Ministry of Defence and News Group Newspapers Ltd suggests that employers can be held vicariously liable for their employees’ breaches of confidence and privacy.
- 19 May 2016
Teacher’s dismissal following husband’s criminal conviction held to be indirect religious discrimination
In the case of Pendleton v Derbyshire v County Council, a teacher who was dismissed for remaining with her husband following his conviction of voyeurism and making of indecent images of children successfully appealed a tribunal’s decision to reject her claim for indirect religious discrimination.
- 13 May 2016
Heels and Dress Codes: temp worker seeks to stamp down on sex discrimination
This week has seen the widely reported story of Nicola Thorp, a temporary receptionist, who was sent home without pay for refusing to wear heels at work. Ms Thorp started an e-petition seeking to give women the choice whether to wear flats or heels at work and, to date, has in excess of 100,000 signatories, triggering the possibility of a Parliamentary debate on the issue. The company concerned has now amended its policy to allow female workers to wear flats. So, in light of this, what is the law regarding high heels at work?
- 12 May 2016
EAT further loosens causal test for discrimination arising from disability claims
The recent case of Risby v London Borough of Waltham Forest has arguably further extended the scope of discrimination arising from disability claims by loosening the causal link required between the employee’s disability and the employer’s treatment complained of.
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