Employment and Company & Commercial Law Updates
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A brief reminder of forthcoming increases to the National Minimum Wage and other employment rates. Read More
The importance of complying with competition law, especially given the potential fines and reputational damage of falling foul of the law. It’s not just the fines but also the potential reputational damage. Read More
The Government has launched a consultation about restricting the use of confidentiality clauses in employment. This comes on the tail of the #metoo movement and is already partially covered in English Law. Read More
Accurate recording of working hours is not just important for calculating pay for hourly paid workers, it’s also a legal requirement and necessary to show you have complied with working time legislation as this case reminds employers. If you haven’t got the records to prove it, this case means it’s likely you’ll automatically be found to be in default. Read More
The Appeal Tribunal has provided guidance for employers as to how long they have before they need to provide their employees with a written statement of the particulars of their employment. Commonly believed to be 2 months, the EAT has confirmed that it is in fact less than that. Read More
Most employers assume that, provided the ex-employee complies with the confidentiality clause when settling a Tribunal claim, that will keep the fact of a settlement secret but that may not necessarily be the case. Read More
The Competition and Markets Authority (“CMA”) has launched a new cartel awareness campaign aiming to educate businesses about illegal practices and urging people to come forward if they suspect illegal behaviour, such as ‘price fixing’ or ‘bid rigging’. Read More
The Court of Appeal has ruled that a major UK employer is responsible for a breach in Data protection Rules, even though it accepted that the Company had done all it could to prevent the breach, and the breach was the result of a malicious employees’ deliberate aim of damaging the Company. Read More
The Appeal tribunal has given guidance for employers when working out if a medical condition will last long-term into the future and is, therefore, a disability. In short, it says to ask whether it “could well happen”. As guidance goes, it’s not great but it’s what there is.
Sherbornes Complaints Procedure