Collective Issues

The articles featured on hrlaw.co.uk were correct at the time of publication and should not be relied on or treated as a substitute for legal advice relevant to particular circumstances. Please contact us if you require legal assistance on any employment issues.

Social media - what's your policy?

Social media is increasingly becoming an issue for employers due to its evergrowing popularity and inclusion in people’s personal and professional lives. Whilst social media is without doubt a valuable tool for businesses, it can also be a headache for...

Dos and don'ts when recruiting

Recruitment can be a legal minefield for employers. Job applicants are protected from discrimination on grounds of sex, race, disability, religion/belief, sexual orientation and age. The protection provided by the Equality Act applies in respect of the...

Autumn blows in new employment law changes

October has seen a number of developments in employment law – was it the winds of change or just the government tinkering in the name of cutting red tape? Here we summarise the new law and the implications for employers. Director’s...

The new Tribunal Regime - time for a new era?

This year has seen a number of changes to employment law already and there is still more to come.  We are expecting the new costs regime that will apply to Tribunal claims and the new Employment Tribunal Rules of Procedure to come into force in the...

HR Law TUPE Survey Results

In March we asked HR Law readers for their views on some of the most important changes to TUPE being proposed by the Government.  The feedback we received formed part of our response to the Government's consultation. Generally, readers' views...

Why have an anti-bullying and harassment policy?

Bullying and harassment at work give rise to a number of legal issues for employers. If employers do not take adequate steps to ensure that the work-place is free from bullying and harassment, in addition to the impact of low employee morale on efficiency/...

New ACAS Code on Collective Redundancies

As you may be aware, with effect from 6 April 2013, the law on collective redundancy consultation changed.  Employers were previously required to undertake collective consultation for a period of 90 days if more than 99 employees are to be made...

Employment Appeal Tribunal ("EAT") says post-employment victimisation is not unlawful

In a judgment handed down on 5 March 2013, the EAT held in the case of Rowstock Ltd v Jessemey that the Equality Act 2010 (“EqA”) does not provide protection against post-employment victimisation. The judgment surprised many practitioners who had...

TUPE: common myths are busted

Whether on a business sale, outsourcing or group restructure, the thought of TUPE being applicable can strike fear into the most hardy HR heart, and perhaps it is this fear of TUPE which has led to a number of myths about situations which are thought not to...
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