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Published 8 May 2014
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.
In the past month we have also alerted you to a case looking at whether various pension changes which IBM sought to make were lawful. If you missed our alert click here.
Breach of contract: High Court grants order for imaging and inspection of ex-employee computers
In this case the High Court ordered that an employer could instruct an independent computer expert to inspect and take images from the personal computers of two former employees.
ACAS has published a leaflet, Early Conciliation explained, which explains how the new early conciliation procedure works. As we set out in our last alert early conciliation has been available for most employment tribunal claims presented on or after 6 April 2014. It is a mandatory first step from 6 May 2014.
The European Court of Human Rights (ECHR) has held unanimously that the UK's ban on secondary industrial action, colloquially known as "sympathy strikes", is lawful and not an unjustified interference with a union's right, under Article 11 of the Convention, to freedom of association.
Although most of the 2014 amendments to TUPE came into force on 31 January 2014, the longer timeframe for providing employee liability information did not. This came into force on 1 May.
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