An Employment Tribunal has ordered an employer who lost an equal pay claim to conduct, and publish the findings of, an equal pay audit showing whether it is paying men and women equally where required.
In the recent case of Smith v Pimlico Plumbers, the Court of Appeal held that a worker was entitled to claim compensation for unpaid holiday covering the entire period of his engagement
In the recent case of Chell v Tarmac Cement and Lime, the Court of Appeal said that an employer was not liable for an employee’s practical joke which injured a contractor working at its site.
With professional networks being such a key part of many employees’ currency, who owns what on LinkedIn when switching jobs? Managing Associate Tom McLaughlin answers this and other Q’s in this article for Financial News
BDBF Partner Paula Chan speaks to the Evening Standard about how an employee’s activity on LinkedIn on moving jobs could breach their employment contract.
Who owns LinkedIn contacts – an employee or employer? Polly Rodway and Samantha Prosser discuss these thorny issues in this article published by International Employment Lawyer.
BDBF is pleased to have reached a settlement on behalf of the Claimant in this widely reported sexual harassment case against the Dean of Christ Church, Oxford.
Nick Wilcox and Blair Wassman are quoted by Insurance Day on teammoves in the time of The Great Resignation.
BDBF is pleased to sponsor the French Chamber of Great Britain webinar looking at what employers need to know in 2022. Amanda Steadman, Emily Plosker and Tom McLaughlin will consider what should be on employers’ to-do lists this year.
On 19 January 2022, the Prime Minister announced that the Plan B contingency measures introduced to tackle the Omicron variant would be lifted, including the working from home guidance. In this briefing, we outline what is changing and what this means for employers.
In the case of X v Y, an Employment Tribunal decided that a claimant’s fear of catching COVID-19, and her belief that she needed to protect herself and her partner from catching it, was not a protected belief for the purposes of discrimination legislation.
In the case of Hope v British Medical Association the Employment Appeal Tribunal upheld a decision that it had been fair to dismiss an employee who raised multiple informal grievances and refused to progress them or attend a grievance hearing.
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