Monthly Employment Health Newsletter - January 2014
Published 8 January 2014
Happy New Year and welcome to the first edition of our employment law update for 2014.
We bring you a number of important cases, including two Court of Appeal decisions, the first regarding how an employer should assess whether an employee is disabled. The second case looks at religious discrimination where requiring a Christian to work on a Sunday was held to be objectively justified. In addition, we report on the Advocate General's opinion on how holiday pay should be calculated. If you have not already done so, we would also suggest you take a look at our recent alert about the High Court granting an injunction to stop an internal disciplinary hearing [click here]. We also summarise some of the changes to employment law expected early this year.
Statutory authority defence was not made out even though the employer operated an enhanced redundancy scheme derived from a statutory enactment
An employee who received half the enhanced redundancy payment of her younger colleagues was discriminated against, despite the fact that the contractual provision allowing the reduced payment was derived from a statutory provision.
Employers must not have "blind faith" in occupational health advice and reach their own decision when considering whether an employee is disabled
Employers must make their own decision on whether an employee is disabled. They should take into account occupational health advice, but not rely on it blindly.
Requiring a Christian to work on Sunday was justified as there was no other viable way to meet the needs of children in a care home
Requiring a practising Christian to work on Sundays was objectively justified.
"Democratic socialism" can amount to a belief for the purposes of the Equality Act
Although membership of a political party alone will not establish a philosophical belief for the purpose of the Equality Act, a tribunal has found that a belief in a political philosophy or doctrine can qualify.
What's new in 2014?
New laws and hot topics
Click here for a brief reminder of what to expect in the coming months.