Tesco and the equal pay claim

Tesco is potentially facing the largest ever equal pay claiming the UK. Women who work in Tesco stores could potentially receive back pay totalling £20,000 if the legal claim demanding equality with men who work in the company's warehouses is successful. It has been said that hourly-paid female store staff earn less than men even though the work is equivalent. Claims have been lodged with ACAS. It seems as though the bill for Tesco could be significant! Contact Partners Employment Lawyers in London Today Our Employment Lawyers are based in London and work with business clients operating throughout England. For…

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April 2017: employment law changes

Here are a few key employment law changes to be aware of in April 2017. Gender pay gap reporting Employers with 250 or more employees will have to report data about their gender pay gap, including bonus payments every year. National minimum wage NMW will increase on 1st April 2017. The rate for workers aged 25 and over (the national living wage) increases from £7.20 to £7.50. The rates within the other age bands also increase. Statutory family-related pay and sick pay The weekly rate for statutory maternity, paternity, adoption and shared parental pay…

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BREAKING NEWS – Government loses Brexit Battle

Parliament must vote on whether the government can start the Brexit process, the Supreme Court has ruled. The judgement means Theresa May cannot begin talks with the EU until MPs and peers give their backing - although this is expected to happen in time for the government's 31 March deadline. But the court ruled the Scottish Parliament and Welsh and Northern Ireland assemblies did not need a say. Campaigners argued denying the UK Parliament a vote was undemocratic. But the government said it already had powers to get talks under way, without the need for consulting MPs and peers. The…

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Varying contracts of employment: risks?

Here are some key points employers should be aware of when varying contracts of employment: Contracts of employment cannot be varied without agreement from both the employer and the employee. If an employer without the employees consent makes unilateral changes, the employer will have breached the contract in which case the employee may be able to claim damages, constructive dismissal, unlawful deductions of wages etc. It is important to ensure that when an employer is drawing up a contract of employment, there is an element of flexibility, which gives the employer discretion to make certain changes without the employees…

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Is an employer responsible for sexual harassment which takes place over social media?

Recent cases show that professional social networking has encouraged sexual harassment in the workplace. Although, such platforms are intended to encourage networking and teamwork, there are concerns that that they are being used in a way, which makes some individuals, feel offended and/or harassed. The question is, does this behaviour expose a legal risk to an employer? The issue is one of vicarious liability. The Equality Act contains rules, which apply to claims of discrimination or harassment. The test is whether the act complained of was done “in the course of employment”. For this purpose, “employment” includes all those who…

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