While it’s difficult to stop an employee who is intent on making a claim, careful action by an employer can help reduce the chances of this happening. Our advice would be that as soon as an employer suspects there is an issue with an employee brewing, they contact their HR adviser or specialist employment law
Learn MoreAs is the case each year, April 2025 marks the time when increases are usually applied to a variety of payments due to employees. A snapshot of these increases include: National Minimum Wage – 1 April 2025 – 31 March 2026 (per hour) 1 April 2024 – 31 March 2025 (per hour) 21 years
Learn MoreRelevant to assessing injury to feelings awards in discrimination cases.Lower band of £1,200 to £12,100 (less serious cases); Middle band of £12,100 to £36,400 (cases that do not merit an award in the upperband); and Upper band of £36,400 to £60,700 (the most serious cases), withthe most exceptional cases capable of exceeding £60,700.
Learn MoreWith apprenticeships being back in the news again recently and the growth of degree apprenticeships, it is perhaps surprising how few employers ensure they put the correct contracts in place for their apprentices. This can have major consequences for employers if the apprenticeship isn’t working out. Apprenticeships in the UK can be structured under two
Learn MoreA recent employment case against an NHS Trust, which has thrown Occupational Health Reports (OH reports) into the spotlight. Ms Kitching, a former employee of Morecombe Bay NHS Foundation Trust, had been off sick for 400 days over a period of 4 years before she was dismissed. The dismissal followed receipt of an OH report
Learn MoreAn interesting case which considers and reminds us of, the various factors an employment tribunal should consider when assessing injury to feelings. In this case, the £10,000 awarded to the claimant was reduced to £2,000 by the EAT. Eddie Stobart Limited v Miss Caitlin Graham https://www.bailii.org/uk/cases/UKEAT/2025/14.html
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