In 2020, Ms Korpysa was told that because of the COVID lockdown, her workplace would be closing. She thought that meant that she was being dismissed, and asked her employer, Impact Recruitment Services Limited, for details of her contract, accrued holiday pay entitlement and (said Impact) her P45. Impact took that as meaning that she … Continue Reading
So here it is, 2025’s first serious contender for the What On Earth Were They Thinking? Awards, an unfair dismissal case with a common-sense answer so clear you could see it from Mars, but which it nonetheless took five years and the Court of Appeal to arrive at.… Continue Reading
I think I speak for many in the employment law community when I say that Section 111A(4) Employment Rights Act has always been something of a disappointment. Here we have a provision which allows the protection of a protected conversation to be blown apart by improper behaviour, a term wholly undefined in the Act, and … Continue Reading
Before getting into the detail of last week’s Employment Bill, which we will do here separately, a brief review of its press release. Where new law is proposed, this is usually a good starting point from which to judge the quality of the legislation it supports. On that basis, I think it fair to say … Continue Reading
If the UK introduced a piece of employment law to require all employees to be nice to each other in the workplace, then you would instantly and rightly dismiss it out of hand. What a ridiculous idea – how can you define what it is to be “nice” and without that, how can you determine … Continue Reading
“HMRC boss sending worker unwanted birthday card was harassment“, said the Times Online yesterday, surely a second nailed-on candidate for 2024’s No Good Deed Awards after a similar allegation earlier this year in relation to offering an older worker a chair. Needless to say, there is somewhat more to the story than that, so those … Continue Reading
There is, as you will have noticed, an election looming in the UK and in amongst the wrangling over lies about tax, missing D-Day commemorations and the fiercely contested issue of which leader has the least charisma, there are some potentially very significant changes in the offing when it comes to employment law.… Continue Reading
Into the second half of April we go with a strong contender for the No Good Deed prize in the 2024 Has it Really Come to This? Awards,. Employers staring aghast at news in the Times on Saturday that “Offering a seat to older staff risks discrimination” should not worry – there is a great … Continue Reading
Rule 37 of the 2013 ET Rules of Procedure contains the Tribunal’s nuclear deterrent, the power to strike out part or all of a claim or defence. That big red button can only be pushed for a small number of specified reasons including (for today’s purposes) Rule 37(b) that the manner in which proceedings have … Continue Reading
Two recent cases on how Employment Tribunals should handle the inappropriate conduct of proceedings by claimants have shed some useful light on their more punitive powers. Both decisions made clear that the ET is far more interested in getting to a fair trial of the issue despite such conduct than in thumping claimants because of … Continue Reading
The ancient art of fiddling while Rome burns is obviously still flourishing in government, as witness the release last week of a new consultation paper on fees for Employment Tribunal claimants. My colleague Alexander Bradbury has the official line here. We have been this way before. The ET started charging claim and hearing fees in … Continue Reading
In 2013, the Government introduced fees for bringing claims to the Employment Tribunal and the Employment Appeal Tribunal. Although they were then abolished following a Supreme Court ruling in 2017, the issue is back in the spotlight and the subject of fee-rocious debate once more following the publication of a Government consultation into their re-introduction. … Continue Reading
It has been annual review season here at Squire Patton Boggs. Looking back over my efforts this year in the usual endeavour to justify my own existence, I have spotted the same scenario cropping up with unusual frequency. An employee tells their employer that they have experienced something at work that they are not too … Continue Reading
When I tell people I am an Employment lawyer, it is not uncommon for them to assume out loud my days must be filled swinging metaphorical axes and terminating employees on all sides. While I always reassure them that that is not quite the case, today’s blog will not help this misconception disappear. The message … Continue Reading
Back in February I offered here some thoughts on the main practical problems implicit in what was then the Workers (Predictable Terms and Conditions) Bill. It was a mess, missing explanations of key concepts and grossly over-engineered for its objectives. That makes it all the more depressing to report that it has now received Royal … Continue Reading
Back in November 20201 we reported here on some new Acas guidance on changing terms of employment through dismissal and re-engagement, and in November last year on the Government’s intention to issue a new statutory Code on that practice here. A first draft of that Code has now landed and we can exclusively report that … Continue Reading
You would think that in the twenty-plus years since they were first introduced as an alternative to the Acas COT3, all that could be said about the law relating to settlement agreements would have been said. However, along now comes the Scottish Employment Appeal Tribunal in Bathgate –v- Technip UK Limited and Others with a … Continue Reading
The thing about one-stop shops is that if they do not stock what you want, they become next best thing to useless. Anyway, welcome to the government’s new Guidance on Employment Status, expressly billed in the accompanying press release as meeting all your worker status needs in one handy document. … Continue Reading
Oops. Just found an unanswered question left over from our investigations webinar and blog series earlier in the year. Apologies if it was yours. The question revolves around employer and investigator interactions with the Police where the subject matter of your workplace investigation is potentially criminal conduct, and is maybe best answered as a series … Continue Reading
Since most workplace investigations involve something contested, most investigation reports will disappoint one party or the other. Indeed, since very few workplace disputes are exclusively the responsibility of one party alone, it is entirely possible if you put your mind to it that at one level or another your report will be a disappointment to … Continue Reading
Nearly 700 sign-ups for our workplace investigations webinar earlier this month gives a clear indication that this once relatively unfashionable area of HR law and practice is very much dish of the day at the moment, so from the first ten parts on this blog in December-February, now seems the time to move on to … Continue Reading
An interesting development on the old employment relations front this week with the announcement of a new statutory code of practice concerning, well, that strictly remains to be seen. Scarcely able to stand up under the weight of politically-charged invective and hyperbole, the government’s statement refers to “clamping down” on “unscrupulous employers” which fail to … Continue Reading
A great deal of the available guidance on conducting workplace investigations relates to the form of your questions of the parties involved, and in particular to whether they should be open, closed, or leading. This is the difference between: “And what happened next?” – open, because the answer can go off in any direction; “Did … Continue Reading
We made an employee redundant before the furlough scheme ended – will his unfair dismissal claim succeed? The basic argument here is an easy one to understand – you made me redundant when you did not have to because my salary was being borne by the CJRS. In circumstances where employers are duty-bound to consider … Continue Reading
