At Browne Jacobson, we work alongside a wide range of corporate clients from SMEs to blue-chip multinationals to support them in developing workforce solutions that are in line with their ethics and values.
We’re known for having a hands-on team. A team that puts its expertise and approachability into practice by offering proactive employment advice that spans the entire employment relationship - from recruitment to issues arising on or after termination.
We don’t sit on the fence. Our Helpline services are widely accepted to be some of the best in the sector, providing a responsive advice service by telephone or email for ad hoc queries, such as supporting you through disciplinary and grievance issues.
We hear you, when you say you’re overwhelmed by ongoing projects. We support you on a full range of projects with employment implications, whether outsourcing, restructures, industrial action/relations, acquisitions and disposals and managing change. We’ll also draft and update contracts and policies tailored to your specific needs.
With years of advising on relationships and negotiations with trade unions and their legal representatives we have significant experience of dealing with TUPE in both the public and private sectors.
We can collaboratively navigate immigration issues and negotiate exits with you. And, we recognise that no matter what your risk profile, Tribunal claims are sometimes unavoidable. We work in partnership with you to form an appropriate strategy in the instance of an Employment Tribunal.
And, beyond delivering the legal expertise you need, we support this with bespoke training, covering a wide range of employment topics to upskill your managers and those in senior governance roles, as well as training for your employees in key areas such as equality, diversity and inclusion.
“They listen to what the client wants and then provide advice in a clear and pragmatic manner. Nothing is too much trouble. They are proactive and look to solve problems before they arise.”
“The team gets us and has a good understanding of the context in which we operate as an organisation. They fully understand our risk appetite. Billing is never an issue and you always feel like you have value for money unlike some others in the market.”
“The team is responsive and delivers what is agreed without fail. I have never had reason to complain and their knowledge and support is exemplary. They have extensive experience in the field and that expertise is shared appropriately along with sound advice, planning and support.”
“They are extremely approachable, understand our organisation and will tailor training to meet our needs.”
Official statistics show that 15,336 claims which included a complaint of age discrimination were received at the Employment Tribunals between March 2020 and March 2021.
The outcome of the Employment Tribunal claim brought by Gulnaz Raja against Starling Bank Limited (1) (Starling), and Matthew Newman (2) was reported last month.
The World Cup kicks off in Qatar on Sunday 20 November 2022, with the final taking place on Sunday 18 December 2022. Undoubtedly, this is a huge sporting event, and many employees will be keen to show their support for their favourite teams. However, due to the time difference, start times for the matches are between 10 a.m. and 7 p.m. UK time, which could have an impact on employers if employees who wish to watch the matches are scheduled to work.
Where an employee appeals against their dismissal under a contractual appeal procedure and their appeal is successful, reinstatement to their previous role is automatic and does not require approval or agreement from the employee.
Settlement agreements in an employment context are ordinarily used to provide both parties with certainty following the conclusion of an employment relationship – but what happens when there is alleged discrimination after entering into a settlement agreement?
A few weeks ago we brought you news that following the Government’s mini-budget it was confirmed that the off-payroll working rules (known as “IR35”) put in place for public and private sector businesses from 2017 and 2021 would be scrapped from April 2023.
The majority of people do not feel the need to embellish their CV to get that coveted position and move on up the career ladder. Their worthiness and benefit to the hiring organisation are easily demonstrated through the recruitment process – application, psychometric testing, selection day or interview.
The Government has announced a change to the categorisation of “small” businesses to reduce the amount of regulatory compliance (or “red tape”) required. Currently, SMEs (those with fewer than 250 employees) are exempt from certain regulations – such as the obligation to comply with gender pay reporting. With effect from 3 October, these exemptions will be widened to apply to businesses with fewer than 500 employees.
In University of Dundee v Chakraborty, the Employment Appeal Tribunal (EAT) considered whether a first draft of a grievance report could retrospectively be deemed to be privileged.
The Chancellor’s recent mini-budget provided a significant announcement for business as it was confirmed that the off-payroll working rules (known as “IR35”) put in place for public and private sector businesses from 2017 and 2021 will be scrapped from April 2023.
The Government has published the Retained EU Revocation and Reform Bill which, if passed, provides for the revocation of all “EU-derived subordinate legislation” (i.e. UK statutory instruments which were introduced to implement EU law) and retained direct EU legislation on 31 December 2023, unless legislation is specifically introduced to save them.
In Wierowska v HC-One Oval Limited, the Employment Tribunal had to determine whether the Claimant’s beliefs in relation to Covid-19 vaccines amounted to religious beliefs for the purposes of the Equality Act 2010.
As of 21 July, two separate pieces of legislation came into force which seeks to mitigate against strike action. It should come as no surprise that this is a direct response to the rail strikes, which have dominated the news in the last couple of months.
We have seen a flurry of recent EAT and ET decisions demonstrating the difficulty that employers face in trying to balance different protected characteristics in the workplace. In this article, Lucinda Chaplin and Will Carter, associates in our employment team, explore the principles from these recent cases, and the workplace implications of them.
With menopause cases reaching Employment Tribunals at a record rate, there had been speculation about whether the Equality Act 2010 (EqA 2010) could be amended to include specific protection for menopause.
On 7 May 2022, the Equality and Human Rights Commission (EHRC) tweeted “Discussions continue on whether ‘long Covid’ symptoms constitute a disability. Without case law or scientific consensus, EHRC does not recommend that ‘long’ be treated as a disability.”
The recent Employment Tribunal decision in Mr T Burke v Turning Point Scotland, Case no.4112457/2021 found that long-Covid amounts to a disability.
Menopause has become an increasingly discussed topic, with high-profile women talking about their own experiences across a variety of media channels. As awareness is rising in the public arena, it has highlighted the question on how the menopause should be treated at work and what employers should be doing to support their employees affected by menopause.
Baroness Kramer has now introduced the Protection of Whistleblowing Bill as a Private Members’ Bill, starting in the House of Lords.
Independent think-tank, the Social Market Foundation (“SMF”), has launched a cross-party parliamentary commission on childcare and its implications for mothers.
Where employees are absent from work due to sickness for more than 7 days, they need to provide reasonable medical evidence in respect of that absence for statutory sick pay purposes – this is most frequently satisfied through the provision of a Statement of Fitness for Work, otherwise known as a Fit Note.
As has been widely reported this week, some 3,000 UK workers are taking part in a six month trial to assess the viability of a four-day working week without any reduction in their normal pay.
In this on-demand webinar, the second in our ‘Managing the impact of difficult behaviour’ series employment expert, James Tait and regulatory-specialist Ros Foster come together to discuss the use of social media and vexatious behaviour, and the tools that the law provides to help manage such situations.
Spain has recently approved draft legislation which proposes that workers who suffer from severe period pain should be entitled to 3-5 days’ medical leave per month, which would be paid for by the state. The legislation has not yet been passed, but if it is, then it would make Spain the first European country to provide a legal entitlement to menstrual leave.
The Queen’s Speech missed the long-promised Employment Bill, instead the Future of Work review and an inquiry was announced - what does this mean for employers?
The High Court has granted an injunction against Tesco preventing the dismissal and re-engagement (‘fire and rehire’) of employees in an attempt to remove a contractual entitlement to enhanced payment terms.
In the recent decision of USDAW and ors v Tesco Stores Ltd, the High Court granted an injunction restraining Tesco from firing and rehiring employees to remove entitlement to enhanced pay.
Back in 2018, the Supreme Court issued its judgment in the case of Pimlico Plumbers Limited and another v Smith. The Court of Appeal has now issued its judgment, with far reaching consequences for holiday pay claims where status is disputed.
Whistleblowing claims continue to grab headlines. We provide a recap of whistleblowing tribunal decisions from 2021 and looking ahead to possible changes in 2022.
In our Employment Survey 2021: Focus on Flexibility, we looked at a number of working developments including the notion of a four-day working week.
In Parr v MSR Partners LLP and others, we discuss what the Court of Appeal was asked to consider a preliminary issue.
As we move into 2022, we take a look at what employment law developments may be on the cards for the coming year.
The issue of equality has remained high on the agenda during the pandemic. The #MeToo and Black Lives Matter movements have increased awareness of gender and race equality issues across all of society. Our survey indicated there was still a significant number who were making changes either for gender or race or both.
A look at survey responses on plans to revisit social media policies, including discrimination claims from 2021, as well as some of the issues to consider in social media misconduct cases.
