Archives / 2012 / February
  • Can ‘cheapness’ be a selection criterion for redundancy?

    Tags: Redundancy, Employment Law, Employment Tribunals, Unfair Dismissal, Discrimination, The Equality Act 2010, Sex Discrimination, Indirect Sex Discrimination, Selection Criterion

    The answer may well be yes as the recent EAT’s recent decision in HM Land Registry Appellant –v- Mrs S M Benson and Other Respondents UKEAT/0197/11/RN (handed down on 10 February 2012) in respect to age discrimination.

    The HM Land Registry had a budget of £12 million to reduce their headcount so they offered employees a voluntary redundancy/early retirement scheme, with enhanced benefits. One of the selection criterion used was, what the tribunals referred to as ‘cheapness’ i.e. selecting employees whose entitlements under the scheme would be the lowest, to allow them to make redundant as many people as possible within the budget identified. This meant that a certain category of people were not selected for redundancy – these consisted primarily of … more

  • Can confidentiality and post termination restrictions be enforced through the courts?

    Tags: Post Termination Clauses

    Some employers are sceptical about inserting confidentiality, non-solicitation and post termination restrictions into an employment contract because they may be seen as amounting to a restriction on trade. While this may be true carefully worded clauses which are reasonable can protect your ‘trade secrets’ and ‘highly confidential data’ from breach by senior employees or employees placed in a position of trust. The recent case of QBE Management Services (UK) Ltd v Dymoke & Others [2012] EWHC 80 (QB) highlights this point. In this case three senior managers (‘the Defendants’) resigned to join a competing business, shortly after, 8 junior employees resigned to join them. All the employment contracts contained confidentiality, non-solicitation and post termination restrictions. QBE in … more

  • Update on the Employment Law Reforms

    Tags: Employment Law Reforms

    The draft Unfair Dismissal of Reasons for Dismisal (Variation of Qualifying Period) Order 2012 ( have been published and set out that employees employed on or after 6th April 2012, the qualifying period for unfair dismissal (and requests a statement of reasons for dismissal) increases to two years. Employees whose period of continuous employment began on or before 5th April 2012 will still be subject to the one year qualifying period. more

  • How to deal with employees and adverse weather conditions

    Tags: Employee Management, Adverse Weather Conditions

    I think the majority of us would agree that we love the snow and it is great to go out and build a snowman or go sledging (I was out sledging at Temple Newsam today with my friends 21 month year old). However problems arise when employees come into work late or cannot physically get into work due to disruptions with transport, school closures and severe weather warnings. This situation gives rise to the following questions:1. What are the rights of employees and 2. How can employers ensure that they apply a fair policy given the circumstances of an individual and taking into account their business needs.Here’s a guide to help you all get it right. What rights do employees have if they cannot get into work?If employees cannot genuinely get into work due to the snow (our current … more


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  • LEGAL UPDATE: Payslips

    Tags: Payslips, Employment Rights Act 1996

    Issuing payslips is normally a routine process and you may not give a lot of thought to the legislation behind it.  In fact, the law imposes strict obligations on employers regarding what must be displayed in the payslip.

    What right does the law provide?

    The law states that an employee has the right to a written itemised payslip by their employer on or before pay day.

    Do I need to give it to everyone at my organisation?

    This right is provided to all employees. It does not extend to workers, contractors or freelancers.

    What should it include?

    The payslip, which can be provided electronically or in printed form, must include the following information:

    • the gross amount of wages or salary;

    • the amounts of any variable and any relevant fixed deductions and the … more


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