Employment Tribunal | Mayo Wynne Baxter
0800 84 94 101
Text size: Abc Abc Abc

Top Ten Tips for Avoiding Discrimination in Recruitment

The Equality Act 2010 outlaws discrimination in employment in relation to nine “protected characteristics”: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation. Employers must ensure that the process they use to decide who they will offer employment to is free from discrimination which includes… Read the rest of this post (No Comments)

Employment Tribunal Fees

The Supreme Court’s judgment on Employment Tribunal (ET) fees has been widely reported in the legal and mainstream press and has been described variously as momentous, terrific, ground-breaking and the most important employment law case of [our] lifetime. In 2013 the Government introduced legislation requiring those who wanted to bring a claim in the ET… Read the rest of this post (No Comments)

Working Time

The Employment Appeal Tribunal (EAT) recently handed down their decision as to the correct approach to be taken when considering pay for those who ‘sleep in’ as part of their working duties – for example carers who sleep at their client’s houses so as to be on call throughout the night. Workers in the hospitality… Read the rest of this post (No Comments)

Status – What’s in a name? Part 2….

In July 2016 we wrote about the importance of determining a person’s correct employment status by referencing an Employment Tribunal claim that was being pursued by a number of Uber drivers. The decision of the London Central Employment Tribunal hearing  was handed down on Friday 28 October 2016 and has been widely reported in the mainstream… Read the rest of this post (No Comments)

Status – what’s in a name?

With Uber currently defending themselves in Employment Tribunal and Hermes the subject of unfavourable media attention, questions of status in the workplace are prevalent but what are the issues in these cases, how might they effect you (especially in Brighton where a company’s need for staff can be seasonal) and what should you do about… Read the rest of this post (No Comments)

Bored beyond work?

News that an employee in France is suing his employer for boring him out of his job may cause initial amusement but how seriously should an employer treat complaints from staff that changes to their duties mean they no longer have anything (or anything interesting) to do? Mr Desnard has accused his employer of ‘putting… Read the rest of this post (No Comments)

New rates in employment law

The Government has announced that where employment ends on or after 6 April 2015 the maximum amount that can be ordered as a compensatory award to claimants who bring successful unfair dismissal claims will rise to £78,335 (from £76,574). Remember though that if a claimant’s annual salary is less that £78,335 then the maximum a… Read the rest of this post (No Comments)

New this October – changes to employment law

While the extended spell of warm weather appears to have delayed the Autumn the scheduled changes in employment law for October 1 will arrive on time. The Government likes to introduce employment law changes twice in the year, April and October, though this has not always proved possible. The changes this Autumn are not extensive… Read the rest of this post (1 Comment)

Early Conciliation, a misnomer?

Early conciliation (EC) is a procedure carried out by ACAS – an independent and impartial organisation that does not side with either party involved in an employment dispute. Its aim is to help parties involved reach suitable resolutions. ACAS stands for the Advisory, Conciliation and Arbitration Service – a Crown non-departmental public body of the… Read the rest of this post (No Comments)

Early update on early conciliation

Since 6 May 2014, early conciliation has been a compulsory requirement for all workplace disputes heading to the employment tribunal. The stated aim of early conciliation is to try and resolve the dispute quickly and cost effectively, finding a solution that is acceptable to both parties. Anyone proposing to make an employment tribunal claim will… Read the rest of this post (No Comments)