Whilst the general rule is that changes to the terms of a contract of employment must be agreed, it is possible to make unilateral changes if an employer has the express contractual right to do so.
A bonus scheme which related to levels of sickness absence has been found to be discriminatory against disabled employees.
The Financial Conduct Authority has announced that a new senior manager and certification regime will be put in place as of 7 March 2016.
A revised version of the ACAS Code of Practice on Disciplinary and Grievance Procedures took effect on 11 March 2015.
A worsening of employment benefits that were dependent upon length of service did indirectly discriminate against older workers.
Whilst the general rule is that changes to the terms of a contract of employment must be agreed, it is possible to make changes unilaterally.
Where a director and shareholder worked part-time for a company, in the absence of an employment contract, a right to remuneration was implied.
An employee of a British company working remotely from Australia could bring a claim in the UK for victimisation for whistleblowing and unfair dismissal.
The Department for Work and Pensions has published guidance notes in relation to the new Fit for Work service which was launched in December 2014.
The Court of Appeal has held that an employer’s use of the word ‘fraud’ as a label for alleged gross misconduct was an immaterial consideration as to whether the subsequent dismissal was fair.
The European Court of Justice has ruled that, whilst obesity is not of itself a ‘disability’, the effects of obesity on a worker’s life could be deemed a ‘disability’.
The Employment Appeal Tribunal has held that offensive tweets made by an employee on his personal Twitter account and which did not relate to the employer could be grounds for dismissal for gross misconduct.
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