If a business removes a benefit soon after a TUPE transfer, can that be lawful? A recent courst decision is a very useful illustration that as restrictive as the TUPE regulations are, context and circumstance is everything.
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Latest Employment articles
A recent tribunal case has issued a sharp warning to employers that before dismissing an employee who is suffering from a long-term medical condition which amounts to a disability, careful consideration must be given to alternatives to dismissal.
A question that we often get asked is whether a temporary closure of a business or suspension of a service being provided prevents the Transfer of Undertakings (Protection of Employment) Regulations 2006 ("TUPE") from applying. A recent case relating to a music school in Spain gives some indication of the mood music coming from the courts in such situations.
National Minimum Wage and 'sleep overs' - when is a worker entitled to NMW when sleeping in at work?
The Court of Appeal has decided that workers who "sleep in" are only entitled to be paid the national minimum wage when they are awake to carry out relevant duties.
If an employee is dismissed for gross misconduct when they have been employed for just short of two years' service, can they add on the statutory minimum notice period so they can qualify to bring an unfair dismissal claim?