Employment Law Review

Equality, discrimination and harassment

Recent research has found that there are a number of important benefits to ensuring that people in management positions are properly qualified for the role.

Equality, discrimination and harassment

According to an appeal decision, tribunals must always take into account the sensitivities of vulnerable applicants to ensure their procedures are inclusive.

Transfers of Undertakings

The appeal court has clarified that, as long as an employee right was connected with their contract, it transferred over when a new owner took over the firm.

Equality, discrimination and harassment

According to new research, women workers going through life changes do not get the support they need mainly because most managers are not given any training.

Employment rights

The appeal tribunal has said that, when determining whistleblowing cases, tribunals must follow the legal signposting as set out in the relevant legislation.

Unfair dismissal

Although tribunals have to consider a number of different components in unfair dismissal cases, these must include any guidelines provided to the employee.

Zero hours contracts

Equality, discrimination and harassment

A claimant who made multiple applications claiming potential discrimination has been told by a tribunal that he cannot benefit from such a cynical approach.

Equality, discrimination and harassment

An appeal tribunal has held that tribunals must take into account certain information to decide whether a claimant can cope with an impairment or just avoid it.

Equality, discrimination and harassment

A study has found that most minority ethnic job applicants have real concerns about how a potential employer may react to the way they dress or wear their hair.

Employment rights

Although there are strict deadlines for lodging claims, tribunals can exercise a limited discretion depending on the circumstances that resulted in missing it.

Equality, discrimination and harassment

The law states that if an employer should have known the impact of someone’s impairment on, say, applying for a job, then they effectively had knowledge of it.