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
Preparing for a new employment landscape in 2026/27: Further protections
Annual leave & holiday pay (effective April 2026)
From 6 April, the Employment Rights Act (ERA) 2025 has introduced strict new record-keeping duties, requiring employers to
Preparing for a new employment landscape in 2026: “Day One”...
Paternity Leave
As of Monday, 6 April 2026, the Employment Rights Act (ERA) 2025 will fundamentally transform the UK workplace by introducing several "Day One"
When is a “self-employed” contractor a de facto employee?
The employment status of a former bricklayer was recently called into question in establishing liability for asbestos exposure. The widow of the late Mr. Eric Alger, who died from
Why disregarding the minimum wage constitutes modern slavery
The National Minimum Wage (NMW) Act 1998 remains contentious, especially after the introduction of the NMW (Amendment) Regulations 2025, as it draws the legal line in the sand
Intimidating claimants with costs orders may be at an end.
A claimant made allegations of unfair dismissal, discrimination, and detriment resulting from whistleblowing. While his claim against the Council was subsequently withdrawn early
Payments made into employee benefit trusts constitute taxable income
A Tribunal recently ruled that payments made for work into a third-party trust constitute immediate employment earnings. This decision effectively precludes employers from using
Take care when labelling a bonus as discretionary in a contract
The High Court recently ruled on the interpretation and enforceability of “discretionary” bonus provisions in employment contracts. Mr. Gagliardi brought a breach of employment