The Prudential Regulation Authority is currently consulting on whether to change the rules in relation to buy-outs of variable remuneration.
An employer’s decision to monitor an employee’s private messages on a work-related messaging account did not breach that employee’s rights to privacy.
From April 2016, a breach of national minimum wage legislation will incur a fine of 200% of the underpayments to staff.
Legislation is now in force to state that employers cannot enforce exclusivity clauses in zero hour contracts.
A new European data protection reform package has been agreed and is likely to come into force in 2018.
Employers are under a duty to make reasonable adjustments to the way in which they apply their sickness absence policies.
It is not discriminatory on grounds of race for an employer to ask its employees not to speak their native language at work in circumstances where there are legitimate security concerns.
An employer was not in breach of contract for paying an employee a discretionary bonus of 1% of profits in circumstances where the employee claimed to have been told that 5% would be the minimum.
The EAT has found that it is not necessary to show a referee’s motive when bringing a disability discrimination claim following a negative reference, which is based partly on an individual’s frequent absences.
Many employment contracts and settlement agreements contain clauses suggesting dire consequences if they are breached. When relied upon, employees often argue that they are "penalty clauses" and therefore void. Faced with two contrasting cases on the nature of a penalty clause, the Supreme Court has provided a new test to identify those clauses which are unenforceable as penalties.