The statutory Code of Practice on Dismissal and Re-engagement came into force on 18th July 2024. There is no stand-alone claim for breach of the Code, however, it must be taken into account by employment tribunals in relevant cases, including unfair dismissal. It gives tribunals the ability to uplift compensation in unfair dismissal cases by… [Read More]

A recent Employment Appeal Tribunal (EAT) clarified that the three-month time limit for making claims about unlawful deductions from wages starts from the date the deduction occurred, not the date employment ended. Wharton v Sheehan Haulage & Plant Hire In the case of Wharton v Sheehan Haulage & Plant Hire an employee argued that wages… [Read More]

Part-time workers in the UK have protection from discrimination in the form of the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000. Part-time workers must receive the same treatment as full-time workers, including pay rates, benefits, and leave entitlements, unless there is a justified reason for a difference. It is illegal to treat part-time… [Read More]

It has been confirmed that the Workers (Predictable Terms and Conditions) Act 2023 will not be brought into force this autumn, as originally expected. The Act received Royal Assent in September 2023 and ACAS published a draft Code of Practice to handle requests. But this is now shelved. However, the idea itself is likely to live on…. [Read More]

The short answer is, yes, it will. The King’s Speech this summer outlined Labour’s legislative agenda for their early months in government. Two employment bills were announced, the Employment Rights Bill and a draft Equality (Race and Disability) Bill. The Prime Minister’s accompanying briefing note provided further detail of Labour’s ‘New Deal for Working People’…. [Read More]