Blog archive

Amid all the distractions of Brexit, the party conference season has presented an opportunity to assess the employment policies of the main political parties as we approach the next general election...

The Employment Appeal Tribunal has upheld a ruling that unwanted physical contact in the form of a shoulder massage by the claimant’s line manager did not amount to sex-related harassment...

The Government has now published updated guidance on transitional arrangements for EU nationals that will apply in the event of a ‘no-deal’ exit from the EU. The key points for employers and staff to be aware of are as follows...

Following recent appointments and promotions Mills & Reeve’s national Employment, Pensions and Immigration practice now comprises over 50 lawyers and support staff spread across the country...

The Government has recently confirmed that in a ‘no-deal’ Brexit scenario free movement will end on 31 October 2019.  This is a statement of fact...

The Employment Appeal Tribunal has confirmed that an employer was not vicariously liable for the actions of one of its employees when she made a racially offensive posting on her private Facebook page...

The Court of Appeal has added an important caveat to the well-known rule of thumb for calculating holiday pay for casual workers...

Five new employment law consultations were published in July, as well as two responses to consultation.  They can all be linked two overlapping themes which were priorities during Theresa May’s tenure at number 10: promoting “good work” and tackling gender inequality in the workplace...

Over the past few days the Government has launched three new consultations which will run over the summer...

Last week’s decision from the Employment Appeal Tribunal gives some useful guidance about the rights and wrongs of recording workplace meetings...

The Supreme Court has reversed the Court of Appeal and decided that two words could be removed from a non-compete clause to make in enforceable. This is the first case of this nature to have reached our top Court for 100 years or so...

The Court of Appeal has decided that our trade union legislation does not prohibit an employer appealing directly to its workforce on a single occasion about a change to a particular contractual term, provided that it is willing to continue to negotiate with the union in relation to that term in the future...