Managing employees/workers

New and updated

• Date:

  16 August 2016

  Type:

  Commentary and insights

  Flexible working: balancing an individual's request against the impact on the rest of the workforce

  Consultant editor Darren Newman considers a recent indirect sex discrimination case that highlights the problems that an employer can face when it has to balance the working-pattern requests of individual employees against the needs of the workforce as a whole, and its need to provide an effective service.

• Type:

  FAQs

  When calculating their gender pay gap, should employers use the actual pay of part-time workers, or a full-time equivalent figure?

• Type:

  FAQs

  How should employers deal with requests for time off to watch key events during the Olympic Games or other major sporting events?

• Type:

  FAQs

  What action can employers take in advance of major sporting events to discourage absenteeism?

• Type:

  FAQs

  How should employers deal with employees who spend work time following sporting events on the internet?

• Type:

  Employment law cases

  Case round-up

  David Malamatenios is partner at Colman Coyle Solicitors. He rounds up the latest rulings.

• Type:

  Employment law cases

  Acas code does not extend to dismissal for breakdown in working relationships

  The Employment Appeal Tribunal (EAT) has held that the "Acas code of practice on disciplinary and grievance procedures" does not apply to dismissals for some other substantial reason (SOSR) due to a breakdown in working relationships.

• Type:

  FAQs

  Can non-protected shop or betting workers opt out of Sunday working?

• Type:

  Employment law cases

  Morgan v Royal Mencap Society: disclosure could be in the public interest

  In Morgan v Royal Mencap Society, the Employment Appeal Tribunal (EAT) held that an employment tribunal was wrong to strike out a whistleblowing claim on the basis that an employee's complaint about cramped working conditions was not "in the public interest". Naomi Clarkson explains this recent employment case.

• Type:

  Employment law cases

  Compensation: employer failing to provide rest breaks not liable for injury to feelings

  The Employment Appeal Tribunal has considered if a tribunal can award compensation to an employee for injury to feelings where the employer fails to provide 20-minute rest breaks in breach of the Working Time Regulations 1998.