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Published 5 junio 2017
With the general election taking place this week, both Labour and the Conservatives have put the employment rights of the "ordinary" worker at centre stage of their manifestos. We cover the manifesto highlights in this alert.
In other news, the Work and Pensions Committee has published its report on the gig economy, with a key recommendation that there should be a presumption of worker status, with companies having to bear the burden of proving self-employed status. How this plays out will of course depend on the new government, and the Taylor report.
In this alert, we also cover a disability discrimination case which emphasises the need for employers to be flexible, where they can, in recruitment processes for disabled applicants, and (yet another) decision on the calculation of holiday pay. Finally, we take a look at a whistleblowing case which deals with the question in whose opinion a disclosure falls to be protected - the courts or the employer's?
The EAT has upheld a tribunal's decision that a job applicant suffering from Aspergers was discriminated against when her prospective employer required her to take a multiple choice test, refusing to adjust the format of the test.
The Court of Appeal has allowed an appeal against a decision that whistleblower protection did not protect a trainee doctor from detriment by HEE.
In this case the Court of Appeal restored an employment tribunal's decision that a consultant doctor had been automatically unfairly dismissed because he made protected disclosures about patient safety.
In this case, the EAT confirmed that, where there is a three month gap between incidents of underpayment/non-payment of holiday pay, claims will be out of time.
Labour and the Conservatives both put employee and worker issues at the centre of their manifesto promises. We take a look at what the two main parties have stated.
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