​ At the time of writing uncertainly still surrounds how/ when/ if we leave Europe and we have had a number of clients ask us whether the UK's separation from the EU will have an immediate or even a long term effect on UK employment law. ​ Much of EU employment law has been brought into effect via UK legislation, which will remain in force post-Bre...

Welcome to our Winter newsletter Articles in this edition include: Key changes to Entrepreneurs’ Relief in the Budget Owens V Owens - the impact on divorce proceedings High Court ruling on restrictive covenants Why your Will does not have to be ‘fair...

Welcome to our Employment E-Bulletin The law on constructive dismissal has been under the spotlight recently. Sometimes, employees claim constructive dismissal because of a 'last straw' which pushes them over the edge. The courts have recently considered whether a fair disciplinary process – no matter what the outcome – can ever be that 'last straw...

Welcome to our Employment E-Bulletin Areyou ready forGDPR? The data protection laws implementing the General Data Protection Regulation which will come into force on 25 May 2018 increase liability for employers and data processors, and significantly ...

Welcome to our spring newsletter

The unmistakable hints of Christmas that are appearing in shops are signaling that 2017 is nearing its close.

With next year just around the corner, employers are being urged to make preparations for one major shake-up that will take effect in May 2018.

We first mentioned the General Data Protection Regulation (GDPR) back in our winter 2016 edition of Citation. The GDPR will replace the Data Protection Act 1998 (DPA) as the prevailing legislation in the UK for data protection, and will apply to all organisations that process, handle and store any personal data of EU residents.

Love it or loathe it, the intensity of this summer's spell of sunshine and high temperatures took many by surprise.

And let’s assume that summer is not over. Are you set up to handle yet more hot days, sunny rays, and a distracted workforce? Employers are expected to be ‘reasonable’. 

The recent employment law case of Grange v Abellio London Ltd was about workers’ entitlement to take at least 20 minutes’ rest after six hours’ work. It looked at when an employer will, and will not, be said to have denied a worker that right.

The Government recently published a list of 359 organisations that failed to pay the National Minimum or National Living Wage. Naming and shaming non-compliant employers is part of a push towards ensuring that UK workers are paid their full entitlement. The publicity, as well as the fines that are imposed, sends a very strong message: understand the rules and apply them properly.