‘Basfar v Wong [2022] UKSC 20. Judgment here, links to hearings here. The landmark decision handed down on 6 July 2022 by a majority of 3 to 2 in the Supreme Court held that a serving diplomat does not enjoy immunity in an employment tribunal claim grounded in allegations of modern slavery.’
UK Human Rights Blog, 18th July 2022
Source: ukhumanrightsblog.com
‘Almost 4,000 ex-offenders have been helped into work since the launch of a major drive to increase employment and cut crime.’
Ministry of Justice, 15th July 2022
Source: www.gov.uk
‘The latest data on workplace fatalities in Britain should sharpen the focus of employers on ensuring their workplaces are safe environments for both workers and members of the public, a health and safety expert has said.’
OUT-LAW.com, 13th July 2022
Source: www.pinsentmasons.com
‘Is there a maximum temperature for workplaces? No law in the UK says a given temperature is too hot or cold to work.’
BBC News, 14th July 2022
Source: www.bbc.co.uk
‘The “Bill of Rights Bill” (the “Bill”), introduced to Parliament on 22 June this year, has the potential to have significant implications for employment law. Once tribunals and courts accept the Bill’s exhortation to give “great weight” to freedom of speech, the consequences for workplace relations may be profound.’
UK Labour Law, 6th July 2022
Source: uklabourlawblog.com
‘The UK Supreme Court has ruled that diplomats cannot hide behind immunity to exploit workers, in a victory for campaigners against modern slavery.’
BBC News, 7th July 2022
Source: www.bbc.co.uk
‘The Appellant (a national of the Philippines) is a migrant domestic worker who worked in the household of the Respondent, a diplomat representing the Kingdom of Saudi Arabia in the United Kingdom. Ms Wong claims to be a victim of human trafficking who was forced to work for Mr Basfar and his family in circumstances of modern slavery after they brought her with them to the UK in August 2016.’
UKSC Blog, 6th July 2022
Source: ukscblog.com
‘There is no specific visa requirement for anyone who wants to register a business in the UK. However, this is not the same as working for or on behalf of the business.’
EIN Blog, 30th June 2022
Source: www.ein.org.uk
‘In Mr J Kovalkovs v 2 Sisters Food Group Limited [2022] UKET 4102454/2020, Mr Kovalkovs, an Orthodox Christian, was a quality inspector in 2 Sisters Food Group’s chicken processing factory. He wore a silver crucifix on a neck-chain as an expression of his faith. 2 Sisters’ Foreign Body Control policy stated that “jewellery must not be worn in the production areas on site, with the exception of a single plan band ring”. An exception was made for religious jewellery, subject to a risk assessment; however, the risk assessment concluded that “because the chain was made of links there was a risk of contamination” and there was a potential for “entanglement, entrapment or tearing”. Mr Kovalkovs refused to give up wearing his crucifix and was dismissed.’
Law & Religion UK, 21st June 2022
Source: lawandreligionuk.com
‘Only one in four applicants to the Windrush compensation scheme have received payments four years after the government promised redress for those wrongly classified by the Home Office as illegal immigrants.’
The Guardian, 22nd June 2022
Source: www.theguardian.com
‘Scores of post office operators wrongly accused of embezzlement by the Post Office due to faulty accounting software, may be disqualified from a dedicated compensation scheme.’
The Guardian, 21st June 2022
Source: www.theguardian.com
‘Adele Shortman analyses the first significant COVID dismissal case to be heard in the Employment Appeal Tribunal.’
Local Government Lawyer, 10th June 2022
Source: www.localgovernmentlawyer.co.uk
‘An MP watching porn in the House of Commons and inappropriate comments made about the deputy leader of the Labour party’s legs: not even the place where our legislation is made appears to be immune from the issue of sexual harassment in the workplace.’
OUP Blog, 25th May 2022
Source: blog.oup.com
‘This decision is a reminder that, where unwanted conduct related to a protected characteristic is not intended to offend, intimidate, etc, an objective test applies to the question whether conduct amounts to harassment. The claimant was a Muslim employee of Heathrow Express. He complained of harassment and direct discrimination connected with religion after receiving an email concerning a security test carried out by the second respondent, which was responsible for carrying out security checks at Heathrow Airport and Heathrow Express stations at the airport. The test in question had involved a bag containing a box, some electric cabling and, visible at the top, a piece of paper with the words “Allahu Akbar” written in Arabic. The email reporting on the results of the test and included images of the bag and the note.’
Equality Law Blog, 24th May 2022
Source: equalitylawblog.com
‘In what is believed to be the first Appellate consideration of a Coronavirus related dismissal the EAT (HHJ Tayler) upheld the judgment of the Leeds Employment Tribunal (EJ Anderson) that the Claimant’s Coronavirus related absence dismissal was not automatically unfair for a health and safety reason pursuant to s100(d)-(e) of the Employment Rights Act 1996.’
St Philips Barristers, 6th May 2022
Source: st-philips.com
‘The last two years have accelerated a number of trends which had already started to gain traction. The most obvious one is the move to remote working.’
Littleton Chambers, 17th May 2022
Source: littletonchambers.com
‘James Bickford Smith and James Green review the recent judgment of the Dubai International Financial Centre Court of Appeal in Abdelsalam v Expresso Telecom Group [2021] DIFC CA 011. The decision resolved uncertainty as to whether the 2019 Employment Law could render earlier-issued claims under the 2005 Law out of time, and confirmed the presumption that DIFC law should not have retrospective effect.’
Littleton Chambers, 11th May 2022
Source: littletonchambers.com
‘Calling a man “bald” is sexual harassment, an employment tribunal has ruled. Hair loss is much more prevalent among men than women so using it to describe someone is a form of discrimination, a judge has concluded. Commenting on a man’s baldness in the workplace is equivalent to remarking on the size of a woman’s breasts, the finding suggests.’
The Guardian, 13th May 2022
Source: www.theguardian.com
‘A former civil servant received a six-figure pay-out from the government over discrimination after she says was subjected to “insidious” racism during a 20-year battle with the Ministry of Justice.’
The Independent, 8th May 2022
Source: www.independent.co.uk
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