In Mattu v University Hospitals of Coventry and Warwickshire NHS Trust  IRLR 661 CA, the Court of Appeal held that NHS contractual disciplinary procedures resulting in the dismissal of a consultant cardiologist did not determine any civil right of the employee so did not engage art.6 of the European Convention on Human Rights.
This week's case of the week, provided by DLA Piper, covers wrongful dismissal.
A model written statement of terms and conditions of employment for an employee whose contract is to last for one month or more.
Sarah Wade, Rosie Kight, Amy Ross-Sercombe, Kate Edminson and Lydia Newman are associates at Addleshaw Goddard LLP. They round up the latest rulings.
Additional information on the law on common contract terms for NHS employers in Scotland. An annual appraisal, for example, is a contractual obligation for all doctors employed in or under contract to NHS Scotland.
Additional information on the law on common contract terms for local authority employers, including national conditions of service. To be read in conjunction with the general information on the law on common contract terms.
In Kücük v Land Nordrhein-Westfalen  IRLR 697 ECJ, the ECJ held that an employer's use of 13 successive fixed-term contracts over a period of 11 years was not inherently in breach of the Fixed-term Workers Directive, but that the issue of objective justification had to be assessed by the national court on the particular facts of the case.
In holding that an employer did not fundamentally breach an employee's contract by failing to make her redundant, the Employment Appeal Tribunal has suggested that a redundancy situation will not arise where there is only a diminution in an employer's need for particular work to be carried out, rather than a reduction in the number of employees required to do that work.
In this case, the retailer Boots took a business decision to reduce long-serving workers' double time for Sunday and bank holiday working to time-and-a-half, but the employment tribunal found this to be an unlawful variation of the workers' terms and conditions of employment.
In Edwards v Chesterfield Royal Hospital NHS Foundation Trust; Botham v Ministry of Defence  IRLR 129 SC, the Supreme Court held that the principle in Johnson v Unisys Ltd that the implied term of trust and confidence does not allow recovery of damages for loss arising from the manner of dismissal applies equally to alleged breaches of express contractual terms.
HR and legal information and guidance relating to contracts of employment.