The European Court of Human Rights has given judgment in four cases brought by practising Christians who argued that UK law had failed to protect their right to manifest their religion at work.
Ms Eweida worked for British Airways as
Employment Law Essentials UK
Employment Law Essentials UK, published by Employment Law Essentials, focuses on key issues in UK employment law including religious rights and discrimination in the workplace, disability definitions under the Equality Act, unfair dismissal cases, and regulatory changes such as PAYE reporting requirements. The blog covers tribunal and appeal decisions that clarify employer and employee rights and obligations, including contract status for workers and the balance between workplace policies and individual freedoms. It addresses practical legal challenges faced by employers and employees, highlighting case law that shapes employment practices and compliance.
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Latest from Employment Law Essentials UK
Definition of disability is considered by the EAT
By Elemembers
The Employment Appeal Tribunal has ruled that a life-long condition that makes a person more prone to infections may not amount to a disability.
The individual, in this case, had been diagnosed with Selective IgA Deficiency, a life-long condition that…
Employee was unfairly dismissed despite breach of safety rules
By Elemembers
The Employment Appeal Tribunal has upheld an employment tribunal’s decision that a dismissal for misconduct in failing to observe safety rules was unfair.
The employee, in this case, had been employed as a track worker for 23 years when he…
Changes to PAYE reporting come into effect from April 2013
By Elemembers
From April 2013 employers will be required to report PAYE in real time.
Under the present PAYE system, employers are required to tell HMRC what deductions they have made from employees’ pay after the end of the tax year. From…
Carers were employees despite their contracts stating otherwise
By Elemembers
The EAT has held that a succession of assignments can form a contract of employment if there is sufficient mutuality of obligation and the fact that the arrangement was said to be terminable at will was irrelevant.
The individual, in…
The duty to make reasonable adjustments may continue when an employee goes on sick leave
By Elemembers
The Employment Appeal Tribunal has held that an obligation to make reasonable adjustments does not necessarily end when an employee goes on sick leave. The point made a difference to whether the employee had presented his claim to the Tribunal…
Planning a competing business is not necessarily gross misconduct
By Elemembers
Ruling confirms that an employee who takes preliminary steps towards setting up in competition with his employer is not necessarily guilty of gross misconduct.
The employees in this case had put together a detailed plan for a business competing with…
‘Self-employed’ can be employees
By Elemembers
The Employment Appeal Tribunal has ruled that a lap dancer described as being self-employed and working intermittently was an employee.
This case concerned a lap dancer who worked under various contractual documents several of which she had not seen. The…
Planning for the Queen’s Diamond Jubilee
By Elemembers
Acas has published guidance for employers with regards to the extra bank holiday in June for the Queen’s diamond jubilee.
To mark the Queen’s Diamond Jubilee there will be an extra bank holiday on Tuesday 5 June. The last bank
…
Breach of non-solicitation clause is hard to prove
By Elemembers
The High Court has ruled that it is for an employer to show that a former employee has solicited former clients in breach of a non-solicitation clause.
The claimant company, in this case, took over the business of another company.…