Indirect Contact Orders are formally known as Child Arrangement Orders in broad terms. We use the term Indirect Contact Order in this article for ease of reference. A recent case - Re K (Children) [2016] EWCA Civ 99 in the Court of… Read More

The Equality and Human Rights Commission has published a set of FAQs considering what is lawful when advertising for jobs (… and goods, facilities, services and accommodation).  For full details see: … Read More

Yes, an employer will be vicariously liable if there is a “sufficient connection” between the assault and the employee’s job. A case(*), which recently hit the headlines, involved the supermarket chain Morrisons after one of its… Read More

With an in-out EU referendum set to take place on 23 June 2016, we consider some of the possible areas for change in UK employment law. It may be that for those voting “out” the point is not what may change but simply that… Read More

The Government has released the latest list of 92 employers who failed to pay their workers the National Minimum Wage to the tune of £1,873,712.   The list covers many different kinds of businesses but noticeable is the… Read More

Although employees do not have a right to take time off for jury service, they are protected from being dismissed or subjected to a detriment as a result of that jury service (which is almost but not really the same thing). An… Read More

When being made redundant, employees with 2 years’ continuous service are entitled to a Statutory Redundancy Payment.  The amount paid will depend on their age, length of service (capped at 20 years’ service) and weekly pay (capped… Read More

The coffee chain Starbucks made headline news this month for being on the wrong side of an interesting disability discrimination decision in the Employment Tribunal. Employee Meseret Kumulchew suffers from dyslexia and has trouble… Read More

A recent news story has revealed that the father of a child has been judged to have committed sexual abuse on his young daughter shortly before her death; despite there having been no criminal proceedings brought against him and despite… Read More

For a conduct dismissal to be fair an employer must (at the time of dismissal): Believe the employee to be guilty of misconduct;Have reasonable grounds for believing the employee was guilty of that misconduct;Have carried out as much… Read More