The case of Reilly v Sandwell Metropolitan Borough Council  UKSC 16 is – understandably – drawing a large amount of commentary,
Did the EAT err in law in finding that a member of an LLP who acts “reasonably” in withdrawing his labour will not, as a matter of law, act wrongfully or in repudiatory breach of the LLP members’ agreement, and accordingly may be awarded losses flowing from a subsequent expulsion pursuant to the
In the recent decision in Okedina v Chikale UKEAT/0152/17/RN the EAT (HHJ Eady QC) considered the question of when a Claimant’s contract of employment would be said to be illegal by virtue of the operation of immig
Ezra Macdonald provides a brief round-up of reported TUPE cases from 2017.
When considering whether a dismissal is an automatically unfair “whistleblowing” dismissal, is it permissible to consider the mental processes of anyone other than the decision-taker? In particular, what if the decision-taker was “manipulated” by another of the Respondent’s employees?
When is an employer liable for the criminal actions of a rogue employee in disclosing personal information of co-employees on the web?
The issue of religious discrimination in the work place is a sensitive one which employers need to consider carefully.
The decision of the CJEU in King v Sash Windows C-214/16 CJEU has been widely reported and discussed.
In Martin, the legal interpretation of the word ‘supply’ in the context of ‘being concerned in the supply of a controlled drug to another’ was significantly altered, changing the way that it had been understood for the previous 29 years.