The Prime Minister’s speech at Lancaster House on 17 January setting out Britain’s plans for Brexit contained 12 objectives for a new constructive partnership between Britain and the EU, four of which are employment-related. In her speech, the PM confirmed that in leaving the UK is seeking a new and equal partnership, but ‘out means out’ and the UK will not seek to hold on to bits of membership as it leaves.
Four of the 12 objectives in the exit plan are employment-related:
- The EAT hold that the dismissal of an employee for grabbing a colleague was unfair because the employer failed to have regard to all the surrounding circumstances and the employee’s exemplary 42-year record.
- The PM’s speech at Lancaster House on 17 January setting out Britain’s plans for Brexit contained 12 objectives for a new partnership between Britain and the EU, which included four employment-related goals.
- The Modern Families Index 2017 has revealed the risk of a ‘fatherhood penalty’ where men move into lower paid and lower quality work because they have become fathers.
- BEIS have revealed ten bizarre excuses used by bosses found to have underpaid workers the National Minimum Wage, including it’s not deserved because the worker only makes the tea and sweeps the floors.
The aim of this update is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided, contact us for further details. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
