Pragmatic & proactive
We provide proactive pragmatic general day to day advice on all employment issues.
Practical & responsive
Our solicitors have all gained considerable experience working for major UK law firms. The fact that we are a niche practice allows us to respond flexibly, sympathetically and in a more cost effective way.
We are experienced in advising both partners and partnerships particularly in relation to retirement of partners or members. We seek to deal with such matters in a practical and sensitive way.
We advise our employer clients on all aspects of business related immigration to assist them with hiring, relocating and retaining staff who are subject to UK immigration control.
Assuming the UK leaves the EU on 29 March 2019, an implementation period will run until 31 December 2020, during which EU citizens will be able to enter and reside in the UK under the pre-exit rules. EU citizens and their family members who wish to remain after the implementation period ends must apply for settled or pre-settled status by June 2021. The scheme is currently open to employees working in the NHS, social care and higher education, but will open to all on 29 March 2019. ... read more
The Government has published its “Good Work Plan” in response to consultation conducted following The Taylor Review of Modern Working Practices. ... read more
The CA has upheld the EAT’s finding that Uber’s drivers have worker status and are therefore entitled to various employment rights, including the national minimum wage, 5.6 weeks of paid holiday and the protection of whistleblowing legislation. ... read more
The EAT held in Awan v ICTS UK Limited that an implied term should restrict the employer’s ability to dismiss an employee receiving long-term disability payments. ... read more
The EAT has upheld the ET’s finding that private hire drivers for Addison Lee have worker status and are therefore entitled to various employment rights including the national minimum wage and 5.6 weeks of paid holiday. ... read more
In Timis & anor v Osipov the CA has held that an individual can be liable for losses flowing from a dismissal in whistleblowing cases. ... read more
The CA has found WM Morrison Supermarkets plc vicariously liable for a payroll data breach resulting from the actions of a disgruntled employee. ... read more
In Lee v Ashers Baking Company Ltd, the SC held that refusing to supply a cake with the message “Support Gay Marriage” did not amount to direct discrimination on the grounds of sexual orientation. ... read more
In Quintiles Commercial UK Limited v Barongo the EAT held that a dismissal for serious misconduct is capable of being fair even when there have been no previous warnings. ... read more
The SC has confirmed, in Pimlico Plumbers Ltd and anor v Smith, that a plumber, although self-employed for tax purposes, satisfied the definition of worker. ... read more
In City of York Council v Grosset, the CA held that a claim of discrimination arising from disability does not require an employer to know that the disability caused the misconduct which then led to the unfavourable treatment. ... read more
In Kaur v Leeds Teaching Hospitals NHS Trust, the CA confirmed that where an employee resigns following a “last straw”, the employee can rely on the employer’s previous acts notwithstanding any prior affirmation, provided the later act forms part of a series. ... read more
In Newcastle Upon Tyne NHS Foundation Trust v Haywood the SC has held that, in the absence of an express contractual provision stipulating when notice is deemed delivered, notice is only effective when an employee has read or has had a reasonable opportunity to read it. ... read more