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- Type:
- Letters and forms
A model letter to inform an individual of a change to their written statement of terms and conditions. The individual must be informed in writing of the amendment to the written statement no later than one month after the change.
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- Type:
- Employment law cases
In Jagex Ltd v McCambridge, the Employment Appeal Tribunal held that the employee had not acted in breach of contract or committed gross misconduct when he shared pay information with a colleague, after he found a document left on a printer containing the senior executive's salary.
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- Type:
- Employment law cases
In Retirement Security Ltd v Wilson, the Employment Appeal Tribunal held that the employer's "flawed" disciplinary investigation entitled the claimant to resign and successfully claim constructive dismissal.
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- Type:
- Employment law cases
In Ward v Fiducia Comprehensive Financial Planning Ltd, an employment tribunal upheld a claim for constructive unfair dismissal, finding that the employer had put inappropriate and excessive pressure on the employee to agree to an extended restrictive covenant following his resignation.
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- Type:
- Contract clauses
Updated to include a reference to Shanks v Unilever plc and others, in which the Supreme Court considered an employee's entitlement to compensation for a patented invention made during the course of employment.
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- Type:
- Employment law cases
In Shanks v Unilever plc and others, the Supreme Court held that the employee was entitled to receive compensation for his invention because it had been of outstanding benefit to his employer.
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- Type:
- Employment law cases
In Upton-Hansen Architects Ltd v Gyftaki, the Employment Appeal Tribunal upheld the tribunal decision that the employee's suspension was in breach of the implied term of trust and confidence. The employee was constructively dismissed and, in the absence of a potentially fair reason, the dismissal was unfair.
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- Type:
- Employment law cases
In The Harpur Trust v Brazel, the Court of Appeal held that holiday pay for "part-year workers" should not be calculated on a pro rata basis, but by applying the approach set out in s.224 of the Employment Rights Act 1996 and calculating average weekly remuneration over the previous 12 weeks.
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- Type:
- Employment law cases
In Okedina v Chikale, the Court of Appeal held that a worker's former employer could not block her contractual claims by arguing that she was working without the required immigration status.
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- Type:
- FAQs