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Recent decisions suggest that holiday pay should include elements of pay that UK employers traditionally have not included. This is relevant not just to employees but certain types of temporary workers.
Recent decisions suggest that holiday pay should include elements of pay that UK employers traditionally have not covered. This is relevant not just to employees but bank workers and other types of temporary workers.
Last week we reported the decision in the Bear Scotland Ltd v Fulton (and other conjoined cases) where the EAT confirmed that regular mandatory overtime should be included in holiday pay. The decision was much anticipated and has attracted extensive media coverage. In this alert, we look at the specific implications for the Health Sector. We also deal with how NHS bodies should respond to the BMA letter demanding backdated holiday pay for doctors.
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.
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.
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