Tag Archives | flexible working

Employment law changes and case law expected in 2014

We round up the key employment law events in 2014, looking ahead to, among other things, amendments to the TUPE Regulations; changes to employment tribunal procedures; and the extension of the right to request flexible working; and important decisions on redundancy consultation; the calculation of holiday pay; and post-employment victimisation.… continue

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Acas provides first glimpse of draft code on extended right to request flexible working

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 25 February 2013, during which Acas launched its draft code of practice on the extended right to request flexible working, which, along with a requirement for employers to deal with requests “in a reasonable manner”, will… continue

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House of Lords heavily criticises “employee-shareholders” proposals during debate

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 4 February 2013, during which the Government faced heavy criticism in a House of Lords debate over its proposed new type of “employee-shareholder” contract of employment (on the UK Parliament website), under which employees will be… continue

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“Employee-shareholders” consultation response: the reaction

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 3 December 2012, during which the key talking point has been the Government’s indication that it will press ahead with a new type of “employee-shareholder” contract of employment, under which employees will be given shares in… continue

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MP sets out number of right-to-request-flexible-working tribunal claims by gender

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 26 November 2012, including a Conservative MP providing details by gender of the number of complaints presented to employment tribunals over the last five years in which the claimants argued that they have suffered a detriment… continue

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“Owner-employees” and the employment-rights-for-shares proposal: the reaction

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 8 October 2012, during which discussion has been dominated by the Government’s surprise announcement of plans for a new type of “owner-employee” contract of employment, under which employees will be given shares in exchange for waiving… continue

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Osborne “considering relaxation of employment protection laws”

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 20 February 2012, including suggestions that the Chancellor George Osborne is considering a relaxation of employment protection legislation to stimulate business growth, and is under pressure to do so in the Budget on 21 March 2012.… continue

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Right to request flexible working no burden on businesses, says CIPD

New figures obtained by the Chartered Institute of Personnel and Development (CIPD) suggest that, in the 2010/11 tribunal statistics, only 277 claims were brought relating to technical breaches of the right to request flexible working. The majority of these were settled out of court and, of the 48 that went… continue

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Tribunal Watch’s Twitter round-up – week beginning 17 October 2011: Lynne Featherstone warns against ditching family-friendly policies

We round up what caught Tribunal Watch’s eye on Twitter in the week beginning 17 October 2011, including comments from Lynne Featherstone, the Liberal Democrat equalities minister, warning David Cameron against agreeing to water down the Government’s family-friendly proposals.

Warning over family-friendly policies @guardian Lynne Featherstone warns against ditching family-friendly… continue

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Sex discrimination: inconsistencies in flexible working review cost train company £5,000

Despite the financial situation in the UK, flexible working is as popular as ever, with Personnel Today reporting that a recent Chartered Institute of Payroll Professionals (CIPP) survey has found that more than one employee in three would like the ability to work from home. But what if the employer… continue

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