A problem or a conflict at work which demands a legal solution can be stressful. But it need not be that way. Whether it's an employer seeking advice on how to part company … Read More ...
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When 25% becomes 2.5%: a useful reminder on Acas Code uplifts
If an employer fails to follow the Acas Code of Practice when dealing with a disciplinary or grievance matter, an employment tribunal can sometimes increase the compensation awarded to an employee by up to 25%. But 25% is the maximum – it is not an automatic increase. The recent case ofSheikholeslami v University of Edinburgh… Continue Reading…
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Free speech and belief discrimination: where are we now?
The recent Employment Appeal Tribunal decision in University of Bristol v Miller is a useful reminder of how employers should deal with conduct linked to an employee’s protected religion or belief. Background case of Higgs In Higgs v Farmor’s School, a Christian secondary school counsellor was sacked for gross misconduct after posting on Facebook. Her posts… Continue Reading…
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Training cost clawbacks in contracts: when does repayment become an illegal restraint?
Training repayment agreements are common. An employer pays for an employee’s training, and, in return, the employee agrees to repay some or all of the cost if they leave within a certain period. But there are limits on what employers can recover. Geeks Ltd v Watts The decision in Geeks Ltd v Watts shows that… Continue Reading…
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Third-party harassment is coming back: are you ready?
From 30 October 2026, if a customer harasses one of your employees, your organisation could still be legally responsible. This is the case, even if the customer does not work for you, and you may have had no idea that the harassment was going to happen. New Rules New legislation arising from the Employment Rights… Continue Reading…
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Sexual harassment training: how often should you train your staff?
From 30 October 2026, the Employment Rights Act 2025 changes mean employers will be required to take “all reasonable steps” to prevent sexual harassment at work. Taking all reasonable steps can also provide an employer with a defence if it would otherwise be legally responsible for harassment carried out by an employee. Most employers understand… Continue Reading…
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Equal pay for other protected characteristics?
TheEquality Act 2010 protects employees against discrimination relating to a range of characteristics, including sex, race and disability. Equal pay has always been slightly different from other types of discrimination under UK equality law. How is equal pay law different? The specific equal pay rules only apply to differences in pay between men and… Continue Reading…
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The right to be accompanied: if you don’t ask, you don’t get?
The ACAS Code of Practice on Disciplinary and Grievance Procedures says that employees should be told in writing about the allegations against them and informed of their right to be accompanied before a disciplinary meeting. It’s always key to follow a fair procedure. If an employee is ultimately dismissed and later brings an unfair dismissal… Continue Reading…
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Part-time worker discrimination: you can’t necessarily treat everyone the same
Treating everyone the same might sound like a generally safe approach. Applying exactly the same rule to everyone can put part-time workers at a disadvantage. Augustine v Data Cars Ltd In Augustine v Data Cars Ltd, Mr Augustine was a private hire driver who worked an average of 34.8 hours a week. Data Cars charged… Continue Reading…
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Shake up of the Acas Code of Practice on Disciplinary and Grievance Procedures
Acas has published a draft new Code of Practice on Disciplinary and Grievance Procedures for consultation. It is the first full rewrite in 17 years and there are some significant changes for HR to grapple with. What are the main changes to the ACAS Code? Currently, the encouragement to resolve issues informally isn’t included in… Continue Reading…
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When does requirement for flexible working become indirect discrimination: Dobson v North Cumbria Care NHS Trust
What’s indirect discrimination? The Equality Act 2010 protects employees from discrimination at work. One type of discrimination is indirect discrimination. This happens when an employer applies a policy, rule or working practice (known as a provision, criterion or practice, or PCP) to everyone, but it puts people with a particular protected characteristic at a disadvantage.… Continue Reading…
Professional | Practical | Personal – Employment Law Advice
The Hunter Law way
Helping employers
Hunter Law takes a contemporary and practical approach to delivering the right results for corporate clients. All clients are different. There's no 'off the shelf' formulaic … Read More ...
Helping Employees
Parting company with an employer and a job is often a simple case of wanting to move on, and take the next step in your career. But sometimes it is more challenging.... If you … Read More ...
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About Hunter Law
The Team Jenna Hunter - Director Jenna Hunter, founder of Hunter Law began her legal career with law firm Kingsford Stacey Blackwell dealing with civil litigation. After … Read More ...
Fees and costs
Hunter Law's fee structure is based on being competitive, affordable and flexible. Where possible, the firm is happy to quote a fixed fee, and also provide an annual retainer … Read More ...
What Clients Say
Corporate Clients Jenna has acted for Lipscomb Cars for a number of years and I have always found her approach to be very supportive and pragmatic. Her advice and understanding … Read More ...
