Employment Rights in UK Law
-
Lawson v Serco Ltd; Botham v Ministry of Defence; Crofts v Veta Ltd
“
Putting the question in the traditional terms of the conflict of laws, what connection between Great Britain and the employment relationship is required to make section 94(1) the appropriate choice of law in deciding whether and in what circumstances an employee can complain that his dismissal was unfair?
-
Stringfellow Restaurants Ltd v Nadine Quashie
“
But there are some circumstances where a worker works intermittently for the employer, perhaps as and when work is available. There is in principle no reason why the worker should not be employed under a contract of employment for each separate engagement, even if of short duration, as a number of authorities have confirmed: see the decisions of the Court of Appeal in Meechan v Secretary of State for Employment [1997] IRLR 353 and Cornwall County Council v Prater [2006] IRLR 362.
-
Secretary of State for Trade and Industry v Bottrill
“
If the tribunal concludes that the contract is not a sham, it is likely to wish to consider next whether the contract, which may well have been labelled a contract of employment, actually gave rise to an employer/employee relationship. This is not the same question as that relating to whether there is a controlling shareholding. This is not the same question as that relating to whether there is a controlling shareholding.
-
Express & Echo Publications Ltd v Tanton
“
Of course, it is important that the Industrial Tribunal should be alert in this area of the law to look at the reality of any obligations. If there is a term that is inherently inconsistent with the existence of a contract of employment, what actually happened from time to time may not be decisive, given the existence of that term.
-
Western Excavating (ECC) Ltd v Sharp
“
-
Powerhouse Retail Ltd v Burroughs; Preston and Others v Wolverhampton Healthcare NHS Trust and Others (No 3)
“
Mr Cavanagh said that some lack of legal certainty was inevitable, given that the time limit ran not from the date of the breach or from loss sustained as a result of it but from the end of the employment. He gave various examples of how uncertainty could arise even on the respondents' interpretation of section 2(4). I think that on balance greater uncertainty is likely to be produced by the appellants' interpretation of it.
-
Royal Mail Ltd v Kamaljeet Jhuti
“
If a person in the hierarchy of responsibility above the employee (here Mr Widmer as Ms Jhuti's line manager) determines that, for reason A (here the making of protected disclosures), the employee should be dismissed but that reason A should be hidden behind an invented reason B which the decision-maker adopts (here inadequate performance), it is the court's duty to penetrate through the invention rather than to allow it also to infect its own determination.
-
Individual statutory employment rights since 1997: constrained expansion
This article explores developments in statutory individual employment rights since the election of the Labour Government in 1997. It also discusses the mechanisms for the adjudication and enforceme...
-
2. The Statutory Floor of Employment Rights: A Bad Case of Subsidence?
As we have indicated in the introductory section, the employment protection legislation was drafted principally with full‐time, permanent employees — so called “core workers”— in mind. The legislat...
-
Global Policy: Employment and Human Rights
It is advantageous to combine international regime and global policy approaches to employment. Sources of the relative ineffectiveness of regional and global employment policy are found primarily i...
- Appraising Employment Accommodation Rights for Visually Impaired Teachers in Ethiopia: Overview of Selected Cities
-
Shares for employment rights
On 8 October 2012, the UK Government announced its plans for a new kind of employment contract called an “employee-owner”. Those employed under this sort of contract would exchange some of their U...
-
New single enforcement body for employment rights
As part of the UK’s Government’s “Good Work Plan” to ensure fair and decent work for all, transparency and clarity of workers’ rights and effective enforcement of those rights, proposals for a sing...
-
Labour Party Reforms: unfair dismissal to become a day one right and workers to obtain full employment rights
The Labour Party has announced that, should it win the next general election in 2024, Britain can expect a significant reform to employment law. In her recent speech to TUC Congress, Angela Rayner ...
- Labour On Employment And Employment Rights
-
T426)
Includes the refund form for claimants.... ... register at https://www.gov.uk/employment-tribunal-decisions ... Presidential Guidance ... Under the Employment ... that the respondent’s breach of the claimant’s employment rights had ‘one or ... more aggravating features’. The minimum amount of any ... ...
-
T422)
Includes the refund form for claimants....Responding to a claim to an Employment Tribunal ... Presidential Guidance ... Under the Employment Tribunal Rules ... breach of a claimant’s rights had not occurred. The majority of jurisdictions (types of claim) ... do ... ...
-
T423)
Includes the refund form for claimants....Responding to a claim to an Employment Tribunal ... (Details of a hearing to be sent) ... Presidential Guidance ... breach of a claimant’s rights had not occurred. The majority of jurisdictions (types of claim) ... do ... ...
-
Make a claim with others to an employment tribunal
Includes the refund form for claimants.... ... 10.1 If your claim consists of, or includes, a claim that you are making a protected disclosure under the Employment ... Rights Act 1996 (otherwise known as a ‘whistleblowing’ claim), please tick the box if you want a copy of this ... form, or information from it, to be ... ...