• Norwich

  • Diss

  • London

Share this page

Email a friend

Enter the email address and we'll send a link to this page to that address.

First Name

Last Name

Email:


Share on Social

Or share on social media.

News Category: Services for your business

  • 29 July 2016

    Fixed Costs and Part 36 Offers

    One of the more recently posed questions in relation to Part 36 offers is, in cases where costs are fixed by section IIIA of Part 45 of the Civil Procedure Rules (CPR), can costs, in excess of those that are fixed, be recovered by making or accepting a Part 36 offer? Read more

  • 29 July 2016

    Selective Distribution: The ban on Amazon and eBay, all change?

    In our article last year, "Competition Law: Can I stop my goods from being resold on websites such as Amazon or eBay?" we explained that, if correctly established, a selective distribution system can enable the supplier to prevent its distributors from using sites such as Amazon and eBay. Read more

  • 17 June 2016

    Pendleton v Derbyshire County Council

    In Pendleton v Derbyshire County Council, the EAT considered a tribunal's approach to the identification of a provision, criterion or practice, group disadvantage and justification in a claim for indirect discrimination on the grounds of religion or belief. In particular, what level of repetition, if any, is required to establish a practice. Read more

  • 17 June 2016

    Nayak v Royal Mail Group Otd UKEAT/0011/15

    In Nayak v Royal Mail Ltd UKEATS/0011/15, the EAT upheld an employment tribunal's conclusion that an employer's genuine and reasonable belief that an employee was no longer entitled to work in the UK was sufficient to show that a subsequent dismissal was for some other substantial reason. They also held that the dismissal was both substantively and procedurally fair. Read more

  • 17 June 2016

    John-Charles v NHS Business Services Authority UKEAT/0105/15

    In the absence of gross misconduct, the dismissal of an employee for a first offence is likely to be unfair if they have not previously received any warnings. This is an established principle of employment law. However, as John-Charles v NHS Business Services Authority UKEAT/0105/15 demonstrates, adequately informing the employee of the reasons for the outcome can often be just as important as the outcome itself. Read more

  • 4 May 2016

    Agency Law: How much do you need to pay an agent on termination?

    Unless you are terminating the relationship with your agent on the grounds of a "fundamental breach" having been committed by the agent, you may need to make a lump sum payment to that agent. This lump sum can include notice payment, payment of commission on all orders taken up to the date of termination, commission on future orders mainly attributable to the agent's efforts for a reasonable period and a "compensation" or "indemnity" payment. Read more

  • 4 May 2016

    Are your PSC registers in place yet?

    The legal requirement for companies to keep a register of persons of significant control (PSCs) came into force on 6 April 2016. All companies and LLPs should now have a register in place and be taking reasonable steps to identify any "persons of significant control" (PSCs). Read more

  • 8 April 2016

    The effect of commission on holiday pay

    Article 7 of the Working Time Directive (WTD) gives workers the right to be paid during their annual leave. Unfortunately, it does not then specify how holiday pay should be calculated. In British Gas Trading Ltd v Lock and anor, the Employment Appeal Tribunal (EAT) has confirmed the position taken in Bear Scotland Ltd and ors v Fulton: The Working Time Regulations 1998 can be interpreted in line with the WTD, so as to include results-based commission payments when calculating holiday pay for the basic four weeks' annual leave. Read more

  • 8 April 2016

    Lay-offs and short-time working

    In Craig v Bob Lindfield and Son Ltd, the Employment Appeal Tribunal (EAT) has held that there is no implied term that a period of lay-off will be no more than is reasonable. In this case, an employee who resigned after being laid off for four and a half weeks without pay was not found to have been constructively dismissed, as there had been a genuine downturn in work which led to the employer operating a contractual lay-off clause and the employer had a reasonable expectation that further work would become available within four weeks. Read more

  • 8 April 2016

    National Living Wage: Updated guidance on calculating National Minimum Wage

    Following the introduction of the Government's National Living Wage on 1 April 2016, The Department for Business, Innovation & Skills (BIS) has issued new guidance on calculating the National Minimum Wage: Read more