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The Court of Appeal yesterday handed down judgment on the ability of employers to increase a disciplinary sanction on appeal by an employee. The ability to increase a sanction will hinge on the content of the contract of employment and/or policy documentation. If employers wish to have the right to increase a sanction on appeal, they must make express provision for this in the disciplinary policy. Even then, where a final written warning is increased to a dismissal, there would be no right of appeal against that dismissal unless such a right was also built in to the policy.
The long and the short of it is; employers should be wary of increasing sanctions on appeal and should only do so where there is an express right in the policy. Where a sanction is increased on appeal, the employee should be granted a further right of appeal against that increased sanction.
The Young Professionals Scheme will make it easier for young Indian citizens and young Britons to access visas.
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The Home Office recently launched a central registry for modern slavery statements. A growing number of educational organisations, including a number of universities, have published statements on the registry.
35,000 workers working in ASDA’s retail business sought to compare themselves to workers at distribution depots for equal pay purposes. Find out more about this Employment Appeal Tribunal.
The Supreme Court judgment represents the conclusion on whether or not “sleep in time” should be classified as working time, when calculating the National Minimum Wage (NMW).
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