In the case of Mrs Lynda Walker v Modular Office & Storage Systems Limited Mrs Walker’s employment began in January 2001. She was originally employed to undertake general administrative work and tele-sales, but her role gradually encompassed that of the office manager. She was one of 6 full-time employees, which included the two directors.
15 April 2022
In Mrs G Long v British Gas Trading Limited a lawyer has won a sex discrimination case after she was made redundant when her female bosses decided she had been 'less focused' since going part time after having triplets. Mrs Long had been working part-time ever since giving birth to her three children and was criticised for her 'focus', despite covering two people's roles while only doing three days a week.
14 April 2022
In the case of Mrs Regnante v Essex Cares Limited, Bridget Regnante worked for Essex Care Limited who work on behalf of Local Authorities providing care and equipment to people in their homes. It is a large company with over a thousand staff. Mrs Regnante was based in their Worthing office and she was there for about five years until her resignation in April 2020. She enjoyed her role and it was about five minutes’ walk from home.
13 April 2022
Employers should be well-informed when it comes to the wellbeing of their staff and know where and when their legal responsibility begins and ends. During the pandemic, the issue of the safety of the commute to work arose in light of the risk that travelling to work could expose an employee to harm from coronavirus particularly if they were travelling at peak times. However, the responsibilities of employers are much wider than putting measures in place to try to protect their staff from the virus, and they impact some sectors more directly than others.
12 April 2022
In the case of Mrs A Harding v Oldham College Amy Harding was employed by the College as a Student Data and Curriculum Compliance Officer. The College has a zero-tolerance policy in respect of illegal drugs on college premises. An employment tribunal heard concerns had been raised about a smell of cannabis around Miss Harding by her line manager, Sharon Figgins.
11 April 2022
In Mr Gary Murray v SP Transmission Mr Murray worked for Scottish Power as a Linesperson. His work involved the maintenance and repair of high-powered electrical distribution lines, cables and systems, plus emergency repairs. This included inspecting overhead power lines and working at height on transmission towers.
8 April 2022
In the case of Mr C Kelly v Sainsbury’s Supermarkets Ltd Mr Kelly’s employment with Sainsburys as a trainee manager began in March 2000. He was promoted to duty manager in 2002 and appeared to have good prospects. Unfortunately, in 2004, Mr Kelly was involved in a serious road traffic accident. He was in an induced coma for about a month and remained in hospital for a number of months thereafter.
7 April 2022
The Court of Appeal has ruled that workers taking part in any kind of industrial action are not protected from detriments other than dismissal. Under section 146 of the Trade Union and Labour Relations (Consolidation) Act (TULRCA), workers have the right not to be subjected to a detriment for taking part in trade union activities at an appropriate time.
6 April 2022
New rates in force from 1 April 2022
The new National Living Wage and National Minimum Wage rates to be in force from 1 April 2022
5 April 2022
As reported in The Guardian it has been ruled that journalists should be provided with access to documents from employment tribunal cases even in the aftermath of a judgment, after a successful legal challenge by the Guardian. In a significant victory for open justice, the employment appeal tribunal threw out a ruling from a lower court that the costs of transparency would be too burdensome, and instead ordered that the Guardian should be provided with documents it had requested.
4 April 2022