Our June newsletter comes with not one but two factsheets for you to download.
In this month’s edition we explore what constitutes a philosophical belief and what to do is a police investigation is required in a displinary matter.
Take a look at our May newsletter about how we are committing to our promises by launching our Client Pledge.
Whilst these situations raise a lot of interesting questions for solicitors, they can cause headaches for employers trying to balance any ongoing police investigations with their own internal disciplinary procedures.
In light of a recent decision from the Scottish employment tribunal, reconsidering a prior decision last July, our opinions on the impact of Brexit on UK employment laws are changing.
The Court of Appeal has reminded employers of the potential pitfalls of dismissing employees shortly before a TUPE transfer takes place.
Since our January newsletter, the Government has launched an important new consultation under which it is proposing to extend redundancy protection for pregnant women and those on maternity leave.
We are delighted to welcome Tori Jackson to Torque Law. Tori joins us as a Consultant Solicitor with ten years legal experience including seven year’s at Addleshaw Goddard.
In a decision published this month, the Court of Appeal has found that individuals can be personally liable for whistleblowing detriments amounting to dismissal which they inflict on whistleblowers.
It is critical that employers word restrictive covenants carefully. Here are some of our top tips.
The Information Commissioner’s Office (ICO) has recently announced another prosecution of an employee who stole personal data from his old employer with a view to setting up a competing business.
In a ruling earlier this month, the Supreme Court has clarified that, for contractual purposes, written notice delivered by post takes effect when an employee reads the relevant termination letter or has had a reasonable opportunity to do so.
With immigration high on the political agenda, it is more important than ever that UK employers, of all sizes, are up to date with their right to work checks.
According to the Employment Appeal Tribunal (EAT) decision in G4S Cash Solutions (UK) Limited v Powell the answer to this question is: ‘Yes’.
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