Articles
Melanie McGuirk
04/06/2013
Intellectual Property
With the near ubiquity of social media in our everyday lives, the recent case involving Lord McAlpine and Sally Bercow shows the dangers of tweeting without considering the impact of your remarks.
Emma Cross
22/05/2013
Employment
The Growth and Infrastructure Act 2013 received Royal Assent on 25 April 2013.
Emma Cross
22/05/2013
Employment
Under the Employment Rights Act 1996, an employer can only make deductions from a worker’s wages if they are required or permitted by the contract or by statute, or if the worker has given prior consent. A failure to pay wages due on time is More...
Emma Cross
22/05/2013
Employment
National Minimum Wage Increases
The government has announced the national minimum wage rates which will apply from 1st October 2013:
Emma Cross
22/05/2013
Employment
The Enterprise and Regulatory Reform Act 2013 (ERRA) made a number of changes to the whistleblowing regime. Most of those changes come into force on 25th June 2013. In summary, the new provisions are:
Emma Cross
22/05/2013
Employment
In our March newsletter, we reported on the case of Rowstock Ltd and anor v Jessemey [2012] UKEAT 0112/12/0503, in which the EAT held that the Equality Act 2010 (the Act) did not cover post-termination victimisation.
Emma Cross
22/05/2013
Employment
In summer 2013, fees will be introduced in the Employment Tribunals. There have been some recent developments concerning the introduction of fees. In summary:
Emma Cross
22/05/2013
Employment
Employees must generally have two years’ service to be eligible to bring an unfair dismissal claim but there are a number of exceptions to this rule. The Enterprise and Regulatory Reform Act 2013 (ERRA) has introduced a new exemption from the More...
Melanie McGuirk
13/05/2013
Intellectual Property
In the Queen’s speech on Wednesday, 8th May 2013, it was announced that the Government will be introducing a draft Bill to Parliament which will "make it easier for businesses to protect their intellectual property".
Emma Cross
26/04/2013
Employment
Does an employer risk indirect age discrimination claims when it sets seemingly neutral criteria for promotion – in this case a requirement to hold a degree - which has a greater impact upon older employees?