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Employers often approach us looking for ways to reduce their litigation costs. One of the ways in which we do this is to get the most frivolous claims struck out, thus negating the need for a full hearing.
In the future this may be more difficult due to the recent case of Reilly v Tayside Public Transport. In this case the EAT suggested that an employment judge should not strike out unfair dismissal claims as having no reasonable prospect of success, where the principal issue is whether the dismissal fell within the range of reasonable responses.
If judges require more cases to go to a full hearing then there will be an associated increase in costs for employers. With the current financial pressures on businesses, especially in the public sector, it will be important to see how tribunals react to the judgement.
The long-awaited Supreme Court decision has been published in the case of WM Morrison Supermarkets Plc v Various Claimants.
View blog
On Friday 27 March, the government updated its advice for UK visa applicants and temporary UK residents.
The Statutory Sick Pay (Coronavirus) (Suspension of Waiting Days and General Amendment) Regulations 2020 have now been published and came into force on 28 March 2020.
Regulations have now been published allowing employees to carry forward 4 weeks of their statutory annual leave entitlement but the circumstances in which such leave can be carried forward are limited.
Senior Associate
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