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If you have been ill-treated at work, Employment Tribunals (ETs) have the power to award damages against your employer and to compensate you for the indignity or injury to feelings you have suffered. In one case, a hard-working photographer who was sacked...

A recent case illustrates that decisions as to whether time spent by a worker who is on call counts as 'time work' for the purposes of the National Minimum Wage (NMW) legislation are highly dependent on the individual facts ( Frudd and Another v The...

In July 2017, Matthew Taylor published his independent review on modern working practices, entitled 'Good Work' . The Government published its response to the review in February 2018 and launched consultations on how best to implement many of the...

The Employment Rights Act 1996 provides that all employees, whether part-time or full-time, are entitled by law to be given a written statement setting out the main particulars of their employment, provided their employment lasts for one month or more....

Employment disputes often arise because an employer does not consider that an employee's condition is a disability that qualifies them for protection under the Equality Act 2010 . It is therefore important that the definition of disability is understood and...

Whether discrimination is subliminal or deliberate often makes little difference to the pain and distress it causes. The point was strikingly made by a case in which an openly gay primary school headteacher suffered the consequences of unconscious bias ( ...

Workplace disciplinary proceedings must be thorough, fair and impartial and a failure to meet those standards can be costly, both in reputational and financial terms. In a case on point, an engineer won almost £70,000 in compensation after the...

The distinction between employment and self-employment is a continuing source of controversy and a ruling by the Employment Appeal Tribunal (EAT) that an accountant who worked exclusively for one client fell into the former category has added a new wrinkle...

Once an employee succeeds in establishing facts that arguably support a finding of discrimination, the burden of proving that there was no such discrimination falls upon the employer. The Court of Appeal has confirmed that approach in a guideline decision ( ...

In Asda Stores Limited v Brierley , the question before the Court of Appeal was whether or not thousands of women who worked at Asda's retail stores could compare themselves with male members of staff who worked at the company's distribution depots for...