In a recent case, the Employment Appeal Tribunal (EAT) has found that an employee’s dismissal due to the upset he had caused whilst carrying out his health and safety duties was automatically unfair.

A recent High Court judgment highlights the importance for employers to demonstrate a clear, balanced and proportionate decision-making process when considering exclusion under MHPS.

The Paterson Inquiry reviewed how Ian Paterson had been able to practise in this way across both the NHS and private sector and with a view to identifying systemic improvements to ensure that patients are properly protected and compensated.

An Employment Tribunal has upheld claims of disability discrimination, failure to make reasonable adjustments and harassment brought by Detective Constable Kerry Moth against the Chief Constable of Devon and Cornwall Police.

The European Court of Justice has set out the factors to be taken into account to decide when standby time should be counted as working time under the Working Time Directive.

The Supreme Court upheld the Court of Appeal’s decision that workers required to do sleep-in shifts were only entitled to National Minimum Wage when awake for purposes of working.

In two appeals involving the same claimant, Page v NHS TDA and Page v Lord Chancellor & Lord Chief Justice of England & Wales, the Court of Appeal has given Judgment in a case involving the difficult balance between two protected characteristics.

The Government announced the launch of the new Coronavirus Job Retention Scheme (CJRS), where employers can “furlough” staff and HMRC will reimburse up to 80% of the employee’s wages, up to a maximum of £2,500 per month.

Deploying staff flexibly between NHS Trusts, GP practices and other organisations is key to enabling new models of care, improving service resilience and ensuring continuity of care. We explore how the system-wide approach works and how to manage risks.

In a recent case, the EAT rejected an employer’s appeal against a finding of harassment and held that simply providing training will not always be enough for an employer to defend such a claim if that training is not effective.

“Mend the Gap: The Independent Review into Gender Pay Gaps in Medicine in England”, commissioned by the DHSC, examines the structural and cultural barriers affecting the female medical workforce. We summarise the findings and what they mean for you.

As England enters a second lockdown, the rules relating to when an employee can/should return to the workplace are continually being updated. Government guidance issued last week has already been superseded by new versions as the situation evolves.