Religion or belief discrimination Ngole v Touchstone Leeds (EAT)   Mr Ngole applied for a social work position with Touchstone Leeds and received a conditional offer of employment. The organisation later became aware of online reporting reproducing historic Facebook posts in which he had

Phased retirement is an approach that allows employees to move from full-time work to retirement gradually, rather than stopping work at a single point in time. This could be in the form of fewer working hours or responsibilities, or even a different role. Phased retirement is usually adopted where

Employers can lawfully dismiss an employee who is off sick, provided they have a potentially fair reason for dismissal, act reasonably in all the circumstances and follow a fair procedure. The following guide for employers on dismissal due to sickness absence looks at what amounts to potential groun

A fixed term contract is one of the most commonly used employment structures in the UK, yet it remains one of the most misunderstood from a legal risk perspective. Many employers assume that because a contract has an end date, the legal obligations attached to it are lighter. In reality, the opposit

Vaping at work has become a common workplace issue across the UK. While smoking in enclosed workplaces is prohibited by law, electronic cigarettes fall outside the statutory smoking ban. This creates uncertainty for employers and employees alike. Can you vape indoors at work? Can an employer impose

Managing a request for annual leave is not simply an administrative task. It is a statutory compliance issue governed primarily by the Working Time Regulations 1998 (WTR), shaped by case law on holiday pay, and influenced by discrimination risk under the Equality Act 2010. Employers retain control o

The Employment Rights Act 1996 is the core statute underpinning individual employment rights in the UK. It governs written terms of employment, protection from unlawful deductions, notice periods, redundancy payments, protection from detriment, whistleblowing, flexible working and, most significantl

An employment contract defines the legal relationship between an organisation and the individuals who work for it. The type of contract used determines not only how work is structured, but also which statutory rights apply, how tax is handled, how dismissal risk is assessed and where compliance expo

A permanent contract is the most common form of employment contract used in the UK. It is an open-ended agreement between an employer and an employee with no fixed end date. While the term “permanent” is widely used in recruitment and HR practice, it does not mean guaranteed employment for life. Ins