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The number of workers employed on the controversial zero-hour contracts is four times higher than officially estimated – which has really forced the issue into the limelight.
However, is this just a sign of the times? At a time when many businesses face cuts, is this the best solution currently available?
Whilst zero-hour contracts may suit some people due to the flexibility they provide, critics argue that this could lead to fluctuating wages as well as a risk that managers may use such contracts as both reward and punishment.
A review of the contracts by Vince Cable is already under way with unions calling for a ban on them.
My concern is that banning such contracts may not be the answer as it may see more people without any work if employers are not financially in a position to commit to a minimum number of hours. I believe that if such contracts are used correctly and fairly they can benefit both employers and employees.
The Court of Appeal has ruled that the wording of a service charge clause precluded a tenant from challenging the sums claimed by a landlord.
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Break rights have proved a fertile source of litigation over the last few years. Courts have consistently required strict compliance with the terms of those rights.
Judgement has been handed down for the seminal case of Cardtronics UK Ltd and others (Respondents) v Sykes and others (Valuation Officers) (Appellants) [2020] UKSC 21.
Following an MP debate on 5 November 2019, the government is due to release long-awaited guidance as to how it intends to protect workers in the retail industry against violence, harassment and abuse.
Partner and Head of Real Estate
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