The government has confirmed in its response to its 2019 consultation that it intends to establish a new single enforcement body for employment rights. The new body will enforce breaches in relation to national minimum wage, modern slavery (including modern slavery statements), employment agencies, statutory sick pay and holiday pay for vulnerable workers.
The ECJ has ruled that the EU fundamental principle of equal pay has direct effect in respect of both equal work and work of equal value claims. The ruling has paved the way for Tesco retail store employees to proceed with claims comparing their work to distribution centre colleagues.
The Court of Appeal has upheld a High Court decision that both the employer and host employer were vicariously liable for two seconded employees’ alleged dishonest assistance and knowing participation in fraudulent trading. The investment bank trader employees were so much a part of the work, business or organisation of both their employer and the host company to which they were seconded that it was just to make both employers vicariously liable.
The Court of Appeal has ruled that the lack of an interim relief remedy for discrimination dismissal claims does not breach the European Convention of Human Rights (ECHR). The Court of Appeal has confirmed that interim relief is not a remedy that is available to claimants bringing claims of discriminatory dismissals.
The government has updated its guidance on calculating the national minimum wage for sleep-in workers following a recent Supreme Court decision.
The UK Supreme Court has confirmed that Asda retail employees (who are nearly all women) can continue their claim for equal pay as compared to Asda’s distribution centre employees (who are nearly all men). The fact that they worked exclusively at different sites did not prevent the comparison. The decision removes one potential hurdle for claimants in equal pay litigation.
In brief In two separate appeals concerning the same individual, the Court of Appeal has held that a Christian magistrate was not victimised when he was removed from office after disapproving of same-sex adoptions in the press. The magistrate, who was also a non-executive director of an NHS trust, was…
A number of employment law changes are coming into force on 6 April 2021 that UK employers should make note of.
The EU Commission has proposed a directive that would reinforce the entitlement to equal pay for men and women for the same work, or work of equal value, including by giving employees the right to comparative pay information and by requiring gender pay gap reporting for employers with 250+ employees, amongst other measures. Some EU member states already have aspects of these rules, while others do not, meaning that the rules could be a significant additional compliance burden for some organisations. The rules, if adopted, would be unlikely to come into force before late 2024.
In R (Independent Workers’ Union of Great Britain) v The Secretary of State for Work and Pensions, the High Court upheld a claim brought by the IWGB union that the UK had failed to properly implement Articles 8(4) and (5) of the EU Health and Safety Framework Directive (89/391/EC) by limiting protection from detriment on health and safety grounds under section 44 of the Employment Rights Act (ERA) to employees. A copy of our update on that case can be found here