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An article from Emplaw authors, Lewis Silkin, discussing the recent Court of Appeal decision in East of England Ambulance Service NHS Trust v Flowers confirming when the Working Time Directive requires voluntary overtime to be included in holiday pay, plus WTD tips for employers
A podcast from barristers at Cloisters discussing the practical ramifications of the Court of Appeal decision in Efobi, including what evidence each party is expected to present or seek in discrimination claims for the purpose of Stage 1, and the extent of the assistance a litigant in person can expect from a tribunal. Watch now
An inciteful article from Emplaw authors, Gowling WLG, taking a look at the recent CJEU ruling that, in order to comply with the EU Working Time Directive, employers are obliged to maintain reliable records, and how the decision may affect UK employers. For the article click here For the Emplaw case summary and link to full report, click here
Using the holidays to catch up on employment law changes this year? The government’s programme flows from The Good Work Plan. Our updated briefing on the Plan and subsequent developments is essential reading.
Join Emplaw authors Gowling WLG for a webinar on 7th May covering how TUPE applies when there is an Insolvency situation. The presenters will look at the consequences of TUPE applying in various types of insolvency scenario and how to manage the risks that creates.
Emplaw authors Lewis Silkin put the case for realising the benefits of neurodiversity in the workplace. This follows the release of a suite of new guidance from Acas on the topic, as reported in last month's Emplaw Monthly.
This concise article from Emplaw summarizes the position of EU citizens working in the UK, with or without the current proposed deal. It also explains the proposals for a new immigration system for the UK, applying to EU and non-EU citizens from 2021. Read more.....
This article from Emplaw explains how we have got to where we are (a clear timeline and summary of what is already in place) and what no deal or a deal in line with the current draft withdrawal agreement would mean for employment law. It does not consider other possibilities, such as a second referendum or a revised withdrawal agreement
