When a discretionary bonus becomes enforceable
Where an employee is promised a discretionary bonus as an incentive, an employer may be held liable for the full figure if the preconditions have been met and the chain of
Have you reviewed your workers’ employment status?
Businesses should regularly review whether individuals working for them are correctly classified as employees, workers or self-employed. Getting employment status wrong can result
All online harassment is unacceptable, in any context
A recent ruling has determined that targeting individuals online, even on a private group chat, can lead to a loss of employment. A Mr. Y was employed by the Royal Mail as a
Take care when painting non-compete clauses with a broad brush
Protecting hard-won local customer networks is a constant and necessary battle for commercial suppliers. However, a recent High Court judgement has exposed the risks inherent in
Don’t let discrimination lead to resignation or risk facing career...
A recent ruling has cleared the path to uncapped financial compensation following a forced resignation. A longstanding social worker had complaints raised over her work by an
Where do we draw the line between free speech and racism?
The volatile boundary between workplace speech, belief, and discrimination was recently ignited in a case that tested the sanctity of protected beliefs.
The dispute began when a
The corporate manual, not time and motion studies, defines employment roles
Equal pay claims can grind on for years before resolution. However, the ground has shifted since the Court of Appeal (CoA) took Tesco’s own operating and training manual as the
Where a formal job offer effectively creates a binding contract
In the world of HR, the ubiquitous disclaimer "subject to references" is often viewed by employers as an escape clause, one which allows them to withdraw an offer at any
Can a tribunal be fair after all is long said and done?
Employment disputes can drag on for years, which inevitably raises the question of how long is too long for a hearing to be deemed fair. Mr. Boateng was originally employed in
A pattern of workplace harassment may be treated as a continuous event
A pivotal ruling has raised a protective umbrella over those impacted by a toxic workplace environment, potentially extending employers’ legal liability by months or even