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Can an employer reject the decision of an appeal panel?

Can an employer reject the decision of an appeal panel?

Can an employer reject the decision of an appeal panel? A decision of the Employment Appeal Tribunal (EAT) has confirmed that there will be circumstances where it is fair for an employer to reject the decision of an appeal panel and proceed to dismiss an employee. We take a look at the case and how this may affect employers in a similar situation.

In the case of Kisoka v Ranpinyotip T/A Rydevale Day Nursery, the claimant was suspected of starting a fire in her workplace.

Alterations to TUPE - are you aware of key changes?

Alterations to TUPE - are you aware of key changes?

As many people will be aware, the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE) are in place to provide employees with protection when their employment is transferred to another employer. The coalition government recently carried out a consultation regarding alterations to TUPE and various proposals to change the regulations were recommended. On 31 January 2014 these changes will be introduced via the Collective Redundancies and Transfer of Undertaking Regulations 2014, although not all of the changes will take effect on that date. Outlined

How to avoid employment law issues at Christmas parties

How to avoid employment law issues at Christmas parties

With the countdown to Christmas already started, it might be an idea to look at how to avoid the potential employment law issues at Christmas parties. Without wanting to be viewed as the 'Scrooge' of the party season, we think that it is helpful to set out some useful tips before entering into the party season and heading for that next glass of mulled wine.

Employees should continue to be aware that when on a work Christmas lunch or dinner, they are still employed by

TUPE Regulations - what are the changes?

TUPE Regulations - what are the changes?

Are you up to date with the changes in TUPE regulations? In November 2011, the Department for Business, Skills and Innovation (BIS) published a call for evidence, seeking views on the effectiveness of the current TUPE regulations. This was on the basis that it was thought that the regulations 'gold-plated' the EU Directive.

Following this call for evidence, the Government announced how the Transfer of Undertakings (Protection of Employment) (TUPE) Regulations 2006 will change. After deciding not to go ahead with two significant changes it

Maternity leave and holidays

Maternity leave and holidays

Do you know your rights regarding maternity rights and holidays? I am regularly asked this question by both employees and employers.

Legislation states that all contractual terms (except pay) survive during both ordinary maternity leave (OML) and additional maternity leave (AML). Women are therefore entitled to accrue statutory and contractual leave while on maternity leave.

If they can't take all the leave they're entitled to during a particular year, they can carry it over to the following year. Many employers allow employees to add all

What are zero hours contracts?

What are zero hours contracts?

Large employers such as Sports Direct, McDonalds and even Buckingham Palace have recently been 'exposed' as using zero hours contracts. So what are zero hours contracts?

What are zero hours contracts?

Zero hours contracts are generally contracts of employment between employer and worker with no minimum hours for the worker, and no obligation on the employer to provide any hours. It also means, in theory, that the worker is not obliged to accept the hours which are offered to them.

Workers are entitled to be

Introduction of Employment Tribunal Fees

Introduction of Employment Tribunal Fees

29 July 2013 marks a dramatic change to employment tribunals (ET) as we have known them, with the introduction of employment tribunal fees. Under these new rules, claimants will be required to pay an upfront fee when submitting their claim to the ET and a further 'hearing fee' 21 days before their hearing takes place.

From 29 July, claimants wishing to submit a claim to the ET will be required to pay £160 or £250 to lodge a claim with a further charge of either

Stress at work - can a stress audit help?

Stress at work - can a stress audit help?

There are at least 3 reasons why we need to take the issue of stress at work seriously and show the importance of a stress audit:

1. The Business Reason:

The 2012 CIPD Absence Management Survey identified stress as the top cause for long term absence in manual and non-manual workers. As absence is estimated to cost employers in the region of £600 per employee per year, this shows how stress actually costs money. Stress also can affect the productivity of staff who remain, so