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MORGAN Shelley 3x3Welcome to May's In Brief employment law update. 

To help you keep quickly up to date with employment law, we summarise the key developments arising from cases, guidance, legislation and consultations for this month.


evens kathrynInternal investigations into employee conduct are a sensitive business. If handled incorrectly, the consequences for all concerned can be serious. In this article, Senior Associate Kathryn Evens lays out her tips for ensuring the investigation is fair and robust.


 

DAVIES AngharadWelcome to April's In Brief employment law update. 

To help you keep quickly up to date with employment law, we summarise the key developments arising from cases, guidance, legislation and consultations for this month.


DALLIMORE HelenThere are a number of expected changes in employment law in 2018 and beyond and we have prepared a quick reference table so you can check you are up to date and ensure that your business is prepared for what is around the corner. 

The table below, prepared by Helen Dallimore, managing associate, looks ahead to future proposed changes. The expected dates are based on the previous government's announcements to date. 
Tags: Employment and Pensions2017


NEARY Richard 3x3 JACK Ellie 3x3Although restrictive covenants can be a powerful tool to protect a business's interests they are also a well-known source of contention and, as described in the case of Freshasia Foods Ltd v Jing Lu, are just as problematic now as they were 100 years ago. Richard Neary and Ellie Jack explore the issues arising from this ruling.


MAPLES Charlie 3x3 JOLLIFFE Arron 3 x 3When is a final warning not a final warning? Issuing a final written warning is often an important procedural step to achieve a fair conduct dismissal, however, it is not always clear cut whether a final written warning is sufficient to enable an employer to take the next step to dismissal. Charlie Maples and Arron Jolliffe consider a recent case that looks at this and identify some practical points for employers to take away.


All HR departments will be familiar with the standard language of a suspension letter telling the employee that suspension is a 'neutral act' and 'not a disciplinary sanction'.


Charlie Maples 3x3Welcome to March's In Brief employment law update. 

To help you keep quickly up to date with employment law, we summarise the key developments arising from cases, guidance, legislation and consultations for this month.


BATES KarenThe UK's largest ever private sector equal pay claim in respect of work of equal value has been given the green light to proceed. The Court of Appeal has upheld the employment tribunal and employment appeal tribunal's decision that a group of female retail workers in Asda stores can compare themselves with a group of male Asda distribution depot employees. Karen Bates explores the decision.


INGLE Nathalie 3x3Welcome to February's In Brief employment law update. 

To help you keep quickly up to date with employment law, we summarise the key developments arising from cases, guidance, legislation and consultations for this month.


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