The Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 2014 have now been laid before Parliament and as previously reported will come into force on 31 January 2014. The final form of the regulations has a couple of key changes from the draft regulations which were published on 31 October 2013. These changes […]
Tag: employment solicitor huntingdon
TUPE Regulations 2014
The much blogged about (not least of all by me) TUPE Regulations will come into force on 31st January 2014 and will therefore be laid before Parliament this month. Those in the habit of sales of businesses and acquisitions in what ever industry should brush up on the changes.
Is a consultant a worker or an employee or neither?
Whilst fact sensitive, the EAT has upheld the Tribunal’s decision in Halawi v WDFG UK Ltd (t/a World Duty Free) and another 2013, that a beauty consultant was not in employment under the Equality Act 2010 s83. The Claimant provided her services through a limited company to an agent who then supplied staff to a […]
When zero hours is not zero hours
There has been much media coverage over the past few months about zero hours contracts. Love them or hate them, they can be very valuable in many industries to flex up and down to demand. The problem with them is that, like most good ideas, they are often misused. Employers often use a zero hour […]
Disability and long term sickness
It is possible in some circumstances with long term sickness to adopt the doctrine of frustration and say that the contract has been frustrated, thus bringing the employment contract to end without dismissing the employee in unfair dismissal terms. This is something I have done in practice on a few occasions for employers but it […]
Lost in the system
A recent EAT case may seem a little extreme but in the case of Elliott v The Joseph Whitworth Centre Ltd delay meant he was denied justice at Employment Tribunal. The Claimant was dismissed in February 2010 and presented his complaint for unfair dismissal within the three month time limit through his union representative. Nothing […]