The results of a recent poll conducted by ACAS suggest that the current political stalemate is matched by a degree of frustration in the workplace over the slow pace of change to attitudes and culture. Workers report that their number one concern remains balancing work and home life (53%). However, the majority (63%) think flexible working arrangements will stay about the same in the next year.
There are now less than 50 days until ‘Exit Day’ and unsurprisingly the news is full of insight as to how organisations are making their own preparations for post-Brexit Britain.
Paul Jennings, partner in Bates Wells’ Employment team, has been selected for The Lawyer’s 2019 Hot 100 list.
Today Uber lost its appeal to the Court of Appeal, in a landmark case concerning the employment rights of an estimated 45,000 drivers across London.
In November 2017, the Employment Appeal Tribunal upheld the Employment Tribunal’s decision that the Claimants in this case, all of whom are current or former London-based Uber drivers, were “workers” and consequently entitled to basic protections such as national minimum wage and holiday pay. Uber’s appeal against this decision was heard in the Court of Appeal at the end of October 2018.
As the festive season approaches, employers should consider whether they may be held responsible for the actions of their employees at the inevitable social events that will take place.
The Bates Wells Employment and Real Estate teams have been shortlisted in three categories at the 2018 LawWorks Awards.
Victoria Cook, Senior Associate in Bates Wells’ Employment team, has written for Civil Society on what charities need to be aware of when weighing up whether to use incentives to encourage volunteers.
The national press have featured Bates Wells’ role in James Farrar and Yaseen Aslam’s Court of Appeal case against Uber.
On 30 and 31 October London law firm, Bates Wells, will represent the lead Claimants in their landmark Court of Appeal (CoA) case against global transportation provider, Uber.
Paul Jennings and Rachel Mathieson from our Employment team have written an opinion piece for Times Law setting out why they believe workers’ rights should not be overlooked by gig employers.
All employees must have a written contract of employment, which must contain certain minimum information. However, parties can (and should) carefully consider what other terms they want to include in their employment contracts. Whilst such terms are optional, they provide clarity and structure to the employment relationship.
An individual can be an employee, a worker, a volunteer or self-employed. This status will determine the rights and responsibilities that individuals and organisations owe each other in the working relationship.
The employment relationship may end for a variety of reasons. Some terminations are highly contentious and the process may entail a period of intense negotiation.
Most employers wish to protect their confidential information, customer and client details or other information about their business, especially with departing employees. One of the ways to do this is for employers to insert clauses into contracts of employment, usually for senior employees or those with unfettered access to such information, which seek to restrict the conduct and activities of that individual after the termination of their employment.
There are times when an organisation may need to undertake a reorganisation for the needs of the business or may need to reduce staffing levels.
In light of the increased remuneration and seniority it is common that executive service agreements will contain a significantly greater number of contractual terms than a standard contract of employment. William Garnett outlines the issues that will be of significant importance.