Updated to reflect that the Court of Appeal allowed the appeal in Kostal UK Ltd v Dunkley and others.
In Kostal UK Ltd v Dunkley and others, the Court of Appeal held that the employer had not made unlawful inducements when it sent letters to employees asking them to agree a pay deal that had been rejected by their trade union.
Updated to include information on Kostal UK Ltd v Dunkley and others, in which the Court of Appeal considered if a pay offer made directly to the workforce was an unlawful inducement.
Last month the High Court dismissed a case which claimed outsourced workers should be able to negotiate pay and conditions for the organisations they work for. Tom Long, legal director and employment law specialist at law firm Shakespeare Martineau, looks at what impact the case could have had, had it been successful.
The High Court has dismissed a case brought by the Independent Workers' Union of Great Britain (IWGB), which claimed that outsourced employees should be able to negotiate pay and conditions with the employers they work for.
A pharmacists' union has invited Boots to "start a new positive chapter of employee relations" after winning an eight year battle for recognition at the company.
Which employment cases will have the biggest impact on HR in 2019? We assess the likely impact on employers of upcoming cases on: the national minimum wage, shared parental leave, holiday pay, restrictive covenants, collective bargaining, covert CCTV, and employment status.
The High Court has held that Deliveroo riders are self-employed and cannot form a collective bargaining unit.
In a case that could open the door for more than 3 million outsourced workers to negotiate directly with their de facto employer, the Independent Workers Union of Great Britain (IWGB) has been granted a judicial review before the High Court.
In Kostal UK Ltd v Dunkley and others  IRLR 428 EAT, the EAT held that the employer made unlawful inducements when it sent letters to employees asking them to agree a pay deal that had been rejected by their trade union. The employer had sought the "prohibited result" that - for the following year at least - the employees' terms would no longer be determined by collective agreement, even though the employer had no intention of actually derecognising the union.
HR and legal information and guidance relating to collective bargaining and agreements.