Parental bereavement leave and pay: scheme starts to take shape
In September, the Parental Bereavement (Leave and Pay) Act 2018 received Royal Assent (as we reported here). The Act really […]
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No break for the CJEU in deciding holiday pay cases
Holiday pay seems to have been at the forefront of the Court of Justice of the European Union’s (CJEU) mind […]
UK gender pension gap at almost 40 per cent
Many inches have been written on the UK’s gender pay gap in the past year, including on this blog. However, […]
Context is key in claims of harassment
In the recent case of Evans v. Xactly Corporation Limited the EAT considered whether calling an employee a “fat ginger […]
What does the reform of IR35 mean for your business?
In his 2018 budget speech, the chancellor announced the widely expected changes to the rules on off-payroll working (known as […]
A quick guide to family leave and pay entitlements in the UK
The latest announcement from the Duke and Duchess of Sussex that they are expecting their first child and the recent […]
Equality – in the headlines
The UK PRM (People, Reward and Mobility) team at Dentons strives to keep you up to date with what’s happening […]
Non-executive directors can be liable for a detriment suffered by a whistleblower
In the recent case of Timis and another v. Osipov, the Court of Appeal confirmed that an individual employee, along […]
Data Breach – Employers Vicariously Liable
The Court of Appeal has ruled that Morrisons is liable for a data breach which saw thousands of its employees’ […]
Employers can be vicariously liable for the violent conduct of their employees outside work
In Bellman v Northampton Recruitment Limited (NRL), the Court of Appeal decided that NRL was liable for its Managing Director […]
Government to propose mandatory ethnic pay gap reporting
As UK companies with more than 250 employees are now required to publish gender pay gap information, the government has turned its attention to the ethnicity pay gap.
Zero-hours contracts: "flexibility" is not a draw for the majority of workers
A report recently undertaken by three labour market economists has found that 44% of workers on zero-hours contracts would like more working hours. In addition, and in contrast to the “flexibility” argument often put forward in support of the use of zero-hours contracts, only 28% of those surveyed saw flexibility as the basis for entering into one.