Augmented reality (“AR”) is becoming more and more prominent. Put simply, AR is technology that superimposes a computer-generated image onto a user’s view of the real world....
A new YouGov survey of over 1800 people in the UK has found that only 6% are working the traditional working hours of 9am-5pm. 58% of those surveyed said they would like to start work earlier than 9am if it meant they could go home earlier....
Victimisation occurs when someone is subjected to a detriment because they have done (or it is believed they have or may do) a protected act. However, if the individual gives false information or makes a false allegation, their actions cannot amount to a protected act if these were also done in bad faith. If the information or allegation turns out to be false but was made in good faith it will still be protected. ...
As we blogged in June, individuals on zero hours contracts can bring claims for less favourable treatment of part-time workers by comparing to compare themselves to full-time workers even though they have different kinds of contracts. More recently, the Employment Appeal Tribunal (“EAT”) Judgment in Rice Shack Ltd v Obi was published....
In Talon Engineering Ltd v Smith, the Employment Appeal Tribunal (the ‘EAT’) held that an employer’s refusal to postpone a disciplinary hearing for two weeks to enable the Claimant’s union official to accompany her rendered the subsequent dismissal unfair. In this case, the Claimant faced disciplinary action for sending unprofessional emails....
In this recent case, the management of a school in Spain was sub-contracted out by the local authority. In the midst of a dispute the contractor dismissed all of the school’s staff on 27 March 2013. ...
As a general rule, a lawyer’s advice to their client is legally privileged. However, there is an exception to this, known as the iniquity exception, which applies when advice is given for the purpose of furthering a criminal or fraudulent design. ...
Many employers will be familiar with the difficulties which arise when an employee alleges numerous legal breaches, citing large numbers of incidents.In the case of Tarn v Hughes & Ors, a GP claimed pregnancy and maternity discrimination, alleging 46 legal breaches of three different kinds. The tribunal was asked to decide 180 issues....
The Court of Appeal held in Office Equipment Systems v Hughes that even where a party is debarred from contesting liability at a hearing, they should normally be permitted to contest remedy....
The Supreme Court recently held that employers sued on the basis of vicarious liability for acts of their employees do not owe those employees a duty to defend the proceedings in a manner that protects the employees’ own economic or reputational interests. In James-Bowen & Ors v Commissioner of Police of the Metropolis, a terrorist suspect alleged that he had been seriously assaulted in the course of his arrest and brought a personal injury claim against the Police Commissioner for vicariously liability for the police officers’ actions....
In Haydar v Pennine Acute NHS Trust, the Claimant had brought claims against his employer which included unfair dismissal and discrimination. His claim for discrimination was dismissed and, although, the unfair dismissal claim was upheld a finding of contributory fault was made. The claimant alleged that he sent an appeal against this judgment to the Employment Appeal Tribunal (EAT) prior to the relevant deadline, however, there was no record of this being received by the EAT. ...
Before a strike can be lawful, unions have to hold a secret postal ballot of the union members who could take part. Earlier this year, the government offered civil servants a pay increase of 1%....
Following a consultation progress, the government has decided that specific legal protection against caste-based discrimination is not required. It says that it has not been able to identify a legally workable definition of caste and that it would be difficult to differentiate between caste and social class....
In Barclays Bank v Various Claimants, the Court of Appeal has upheld a High Court’s decision that the bank was vicariously liable for the deliberate criminal assaults of a contractor on its employees. The case concerned historical sexual assaults of a doctor (who was an independent contractor of the bank) on female bank employees when conducting medical examinations on behalf of the bank. ...
Technology’s impact in the workplace is unquestionable- the increased use of remote working, mobile devices and new technologies in the workplace all designed to improve employee and company performance is clear for all to see. However, the debate continues on whether this impact is positive or negative on employees’ wellbeing. ...
The Employment Appeal Tribunal has recently found that a belief held by only one person, cannot give rise to an indirect discrimination claim on the ground of philosophical belief. The claimant worked for Mulberry as a Market Support Assistant: a role which gave her access to some of Mulberry’s designs ahead of their launch to market. ...
In the recent case of Patel v Folkstone Nursing Home Ltd, the Court of Appeal held that an employee had not been dismissed by his employer as his internal appeal against dismissal had been successful; thereby effectively erasing the earlier dismissal. The claimant had been dismissed for gross misconduct for falsifying records and sleeping whilst on duty. ...
Uber had its brakes slammed on last September after Transport for London (TFL) revoked its five-year licence for failure to report crime and to properly background check its drivers....
In Flowers v East of England Ambulance Trust, The Employment Appeal Tribunal has confirmed that voluntary overtime should be included when calculating holiday pay, if it is paid over a sufficient period of time. The ambulance crew members in this case did both mandatory but non-guaranteed overtime (shift over-run) and voluntary overtime, both of which were irregular. However, the voluntary overtime was not included in their holiday pay calculations. ...
In Ali v Torrosian and others (t/a Bedford Hill Family Practice) the EAT confirmed that when determining a claim for unfavourable treatment arising in consequence of a disability, Tribunals must consider whether the employer’s pursued legitimate aim could be achieved by less discriminatory means. Discrimination arising from disability (“unfavourable treatment”) was a new ground of claim created under the Equality Act 2010. ...