A B C D E F G H I J K L M N O P Q R S T U V W X Y

Mr R Omar v Epping Forest District Citizen Advice

24 November 2023

Where a resignation has been clearly and unequivocally given, and the employer deems it to have been seriously meant, it is not necessary to allow it to be retracted to avoid an unfair dismissal claim.

Harpur Trust v Brazel

20 November 2023

The Supreme Court has upheld the Court of Appeal’s judgment that permanent staff who only work part of the year, such as term-time workers, should get a full 5.6 weeks of annual leave a year, with pay calculated over a 52-week average, rather than on a basis of 12.07%. The same principles apply to those on a zero-hours, variable hours or casual contract.

Williams v Newport City Council

17 November 2023

Where a particular work requirement triggers a mental impairment but that work requirement is not necessarily a day-to-day activity, if the employee is unable to return unless it is removed, does this mean they are disabled for the purposes of the Equality Act 2010?

Harpur Trust v Brazel — Holiday pay: Zero-hours “part-year” workers

14 November 2023

The Supreme Court has upheld the Court of Appeal's judgment that permanent staff who only work part of the year, such as term-time workers, should get a full 5.6 weeks of annual leave a year, with pay calculated over a 52-week average, rather than on a basis of 12.07%. The same principles apply to those on a zero-hours, variable hours or casual contract.

Riley v Direct Line Insurance Group plc

10 November 2023

When an employee has agreed to the mutual termination of their employment, an employer’s final confirmation letter stating “dismissal” will not change that agreement, so long as evidence shows that the employee freely consented and was fully informed about that termination.