Skip to navigation
On 21-22 October 2014, Unison will challenge the legitimacy of the employment tribunal fees regime at judicial review for a second time. The High Court has the power to quash the law, order a review of the law as well as making a declaration.
Unison's first application for judicial review was rejected by the High Court back in February 2014. However, the High Court firmly left the door open for a further application once the long term impact of employment tribunal fees was known. With Ministry of Justice statistics showing a steady reduction in claims of around 70-80% from the pre-fee levels, Unison successfully appealed in September 2014 and won the right for the judicial review to be heard afresh in the High Court next week.
In May there were a lot of interesting developments in employment law. We've already alerted you to one of these: the British Gas case concerning commission and holiday pay. There are lots of discrimination cases covered in this alert, as well as a helpful case where the EAT found the dismissal of an employee, who tested positive for cannabis, was fair and it was not necessary for her employer to carry out any further investigation.
In a judgment issued yesterday the Court of Justice of the European Union ("CJEU") has decided that employers should take commission into account when calculating holiday pay.
This month we've had a couple of helpful judgments concerning whistleblowing. Both look at the topic of whether an employee had been subjected to a detriment because they had blown the whistle. Both of the cases highlight that employment tribunals can and should make distinctions between alleged protected disclosures themselves and the steps taken by the employer to deal with the disclosures and/or to manage the employee who has made them.
Case law keeps coming thick and fast and this month has been no exception. One of the many interesting cases in this alert concerns covert recordings made by an employee of the private deliberations at her grievance and disciplinary hearings. The EAT decided that the evidence was admissible.
A number of legislative changes were made to employment law on 6 April 2014. One of these, ACAS early conciliation (EC), may turn out be nothing more than an administrative hurdle for prospective claimants, but where ACAS do get involved in negotiations a late change to the legislation means that prospective claimants will have to fill in a separate EC form in respect of each potential respondent. This means that if individuals are named as potential respondents in, for example, potential discrimination claims these individual employees will be called by ACAS about whether the claim can be settled. This late change makes it all the more important that all organisations put in place a structure for dealing with early conciliation and let their employees know what to do if they are called by ACAS. All the April changes are outlined below.
Select the checkboxes and click 'update' to view different types of resources.