• Effective date of Termination was when the employee was notified of her dismissal by her Employment Solicitor.

    In the case of employee dismissal the employee is normally given three months less one day from the effective date of termination to present a claim to the Employment Tribunal. If the claim is not submitted in time then the Tribunal may reject it.

    Many employees may assume that the date on which their employment terminates is the date on which they receive the dismissal letter or the date of the letter itself. This is not necessarily the case.

    read more

  • Employers to be named and shamed for National Minimum Wage breaches

    From October 2013 it will be simpler for the Government to name employers who breach the National Minimum Wage Laws. Under the current scheme employers can only be named and shamed if they meet certain criteria but these restrictions are to be removed from October 2013. This, the Government hopes shall increase compliance and act […]

    read more

  • John Lewis to pay £40 million to employees in holiday pay error

    John Lewis has been found to have been miscalculating holiday pay of its employees for many years. A review of its payment practices highlighted that holiday payments had been based on contracted weekly working hours rather than actual hours worked meaning that hours worked on Sundays and Bank Holidays were not taken into account.   […]

    read more

  • Settlement Agreements, the new name for Compromise Agreements

     From the summer, compromise agreements shall no longer be known as compromise agreements! Their new name shall be Settlement Agreements.  The name change has been brought about by a Code of Practice (Settlement Agrements Code) which shall be in force from this summer (the exact date has yet to be confirmed).  The Code will;  Provide […]

    read more

  • The new Tribunal Rules

      The new Tribunal rules will come into force on 29th July 2013. Claims issued on or after this date are subject to an issue fee which shall be either;   £160 for Type A claims (simple claims such as holiday pay and unlawful deductions claims) £250 for Type B claims (unfair dismissal, discrimination etc). […]

    read more

  • £115M of payouts covered by gagging orders

    In the past 3 years councils have signed compromise agreements worth over £115m. The majority contain confidentiality clauses or “gagging orders” that prevent the employee involved from “blowing the whistle”  on poor practice and wrongdoing in their organisations and from revealing anything derogatory about their former employer. This revelation has reignited concerns about the use of such […]

    read more

  • New Tribunal Limits

    From February 2013 the maximum compensatory award for unfair dismissals for those who are dismissed on or after 1st February 2013 increased from £72,300 to £74,200.

    read more

  • Investigating disciplinary issues

    The Employment Appeal Tribunal has recently held that it is not within the range of reasonable responses for an employer to refuse to undertake further investigations which would support the account of an employee accused of gross misconduct.

    read more