A model letter to affected employees inviting them to elect representatives for collective consultation purposes where a proposal to vary contractual terms and conditions may result in "redundancies".
James Buckley, Iain Naylor, Chris McAvoy and Lucy Sorell are associates and Mona Jackson is a trainee solicitor at Addleshaw Goddard LLP. They round up the latest rulings.
David Malamatenios is a partner, and Colin Makin and Krishna Santra are senior associates at Colman Coyle Solicitors. They round up the latest rulings.
In Equality and Human Rights Commission v Earle  IRLR 845 EAT, the EAT held that an employer did not breach the contract of employment when, in light of financial constraints, it decided not to give the incremental pay increase that the employee expected.
In Hounga v Allen and another  IRLR 811 SC, the Supreme Court held that a domestic worker who had knowingly entered the country illegally was entitled to claim discrimination against her employer despite the fact that her employment was unlawful.
David Malamatenios is a partner and Krishna Santra and Colin Makin are senior associates at Colman Coyle Solicitors. They round up the latest rulings.
The Employment Appeal Tribunal (EAT) has held that an entire agreement clause was effective in precluding reliance on a prior oral assurance given by HR that salary would increase by annual increments subject to satisfactory performance.
The Supreme Court has held that the connection between an employee's immigration offences and the statutory civil wrong of discrimination is insufficiently close to prevent her from making a claim for pre-dismissal racial harassment.
In Prophet plc v Huggett  IRLR 797 CA, the Court of Appeal held that an unambiguous non-competition covenant was binding even though, because the drafting was poorly thought through, it was "toothless" and the employee was free to take up employment with a competitor.
HR and legal information and guidance relating to contracts of employment.