In perhaps the most important judgment in employment law of the last fifty years, the government announced the abolition of employment tribunal fees after the Supreme Court ruled them unlawful.
The surprise ruling by seven justices overturned judgments by the High Court in 2013 and the Court of Appeal in 2015. Instead, the justices unanimously backed an appeal by trade union Unison which argued that the fees were introduced unlawfully.
The immediate consequence is that the Fees Order is quashed so that as of today fees cease to be payable for claims in the employment tribunal (ET) and appeals to the EAT, and fees paid in the past must be reimbursed.
Partner and Head of Employment Law at Peter Lynn and Partners, Stuart Atherton said: “This is a significant ruling for both employers and employees alike. The effect is that it is simpler for claims to be made in the employment tribunals against businesses…
Regional law firm Peter Lynn and Partners are pleased to announce the appointment of Katherine Simpson to their conveyancing team.
Katherine joins the law firm from Graham Evans and Partners where she spent over 10 years specialising in Residential and Commercial Property Law together with Wills, Probate and Lasting Powers of Attorney.
Katherine commented “The opportunity to join Peter Lynn and Partners came at the right time in my career and I am looking forward to working with the team”.
Sharing her time between the Mumbles branch and the head office in SA1, Katherine joins the firm at a particularly exciting time. …
Before you decide your next step, make sure you seek the right advice.
To help, we have developed a top-ten list of considerations before making your decision.
- Have you taken the appropriate tax and accounting advice? Getting this wrong at the outset can prove very costly! Accountants work with us to ensure that we get the very best structure for you, not only for the ‘now’, but also for the future.
- What is your target business actually selling? Is it selling shares as a limited company or is it selling assets? Does this fit in with what you want…
In the case study below, we look at the importance of complying with the policies and procedures provided by ACAS in a case involving an employer who utilised a private eye to investigate an allegedly disabled employee.
The employee, who had been working for his employer for 5 years, alleged that he suffered from a disability. The management did not accept the extent of the disability and suspected that the employee had engineered his medical report and may also be working for another employer so utilised covert surveillance to check him out.
Upon receipt of the report, they could not confirm…
Whether you are a micro-SME employing less than five people or a well-established, multi-site organisation employing five hundred plus, HR matters can be an issue for many business and potentially very costly.
It is with this in mind that we pose the question “HR Consultant or Employment Lawyer?” as a recent case brought this question to the fore with a very clear answer.
Whilst we are unable to identify the company in question, we are able to outline some key aspects of the case, in particular, the client’s thoughts on this question.
The client, a charitable organisation, required our services to defend…
Would you prefer to attend worrying that the business documentation you have in place did not cover the matter in hand and you could be liable for crippling costs or would you like peace of mind that you have the disagreement covered in an agreement?
Having the right paperwork in place – be it contracts, shareholder agreements, partnership agreements, plus many others – enables you to document the required outcome for almost all eventualities and on many occasions, removes the need for a long and protracted legal battle that can be bitter and extremely expensive.
Put another way, in marriage couples…
With the festive season upon us, it’s a time of year that can sometimes result in at best, an embarrassing apology but at worst, a legal case in the New Year. The grey area surrounding Christmas parties is “who is legally responsible?”, especially if the party takes place out of normal hours and away from the workplace.
For the sake of clarity, the position is that if there is a work connection as to the social event then the liability for any damages, insults or discrimination for any workforce misdemeanours stands a good chance of landing at the employer’s door…