newsletter – possible changes to unfair dismissal and other law following BIS review

The length of service needed to qualify for unfair dismissal rights has been changed from time to time. It started at six months when unfair dismissal was “invented” in 1971. It was increased in 1980 to one year (two years for small firms of 20 or less employees) and then to two years (for employees…

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newsletter – pay reductions

Especially when times are tough, employers sometimes seek to impose wage reductions or other substantial adverse changes to terms of employment of staff.  Of course from an employment law point of view there is generally no problem if the employees concerned agree, however reluctantly, to accept the change(s) – which of course they may well…

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newsletter – right to request flexible working

The Coalition government has announced two “family friendly” employment law proposals, following a commitment in the Coalition’s “programme for government” which stated: We will extend the right to request flexible working to all employees, consulting with business on how best to do so” and “We will encourage shared parenting from the earliest stages of pregnancy including…

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newsletter – Equality Act 2010 – transsexuals

The specific change in the law made by Equality Act 2010 in relation to transsexual people is short and easy to state. The new wording means that the person concerned need not be under medical supervision to be able to sue for unlawful discrimination.  This is a change from previous law, although the substance of previous law…

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newsletter – Equality Act 2010 – positive discrimination

As a general rule, positive discrimination in favour of a particular category of persons involves discrimination against those not in that category.  Depending on the particular situation, positive discrimination in favour of one category of persons is therefore likely to be unlawful discrimination against others. The Equality Act allows what it calls “positive action” in some situations. …

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