- Directory of Members
16 Apr 2019
New legal changes will require employment businesses to provide work-seekers with a Key Information Document and extra assistance from Umbrella Companies is likely to be needed as a result.
2 Apr 2019
Written by Brabners LLP In the recent case of iForce Ltd v Wood , the Employment Appeal Tribunal (“EAT”) confirmed that an individual did not suffer unfavourable treatment when she...
18 Mar 2019
As you will know, working time is governed by the Working Time Regulations 1998 (“WTR 1998”) and it applies to all workers (not just to employees). Under the WTR 1998,...
5 Mar 2019
Written by Brabners LLP Important Court of Appeal Case gives an insight into how compensation is dealt with under the Agency Workers Regulations 2010 where there is an equal pay...
19 Feb 2019
Court of Appeal Confirms that ASDA’s Supermarket Retail Staff Can Compare Their Terms to more highly paid Distribution Workers in Equal Pay Case. Brabners LLP take a look at this...
4 Feb 2019
Employment Law Update from Brabners LLP: Court of Appeal Confirms that Uber Drivers are “Workers” but it isn’t over yet!
22 Jan 2019
Are the employment status tests outdated? Latest case reaffirms that providing a substitute does not prevent the existence of personal service and an employee relationship.
8 Jan 2019
The Good Work Plan: Latest Government Reform boosts workers’ rights and confirms the end of the Swedish Derogation!
18 Dec 2018
Latest case reveals that an implied term can prevent an employer from dismissing an employee if this would end their entitlement to long-term disability benefits
4 Dec 2018
Government releases new voluntary reporting framework for disability, mental health and wellbeing in the workplace. Brabners LLP takes a closer look.
19 Nov 2018
Employment law experts, Brabners LLP looks at the British Airways case that confirms part-time workers have the right not to be treated less favourably but leaves some questions unanswered for...
6 Nov 2018
Brabners LLP examine the recent case of Evans v Xactly which confirms harassment claims are highly fact-sensitive and level of “office banter” can be relevant.