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type: ARTICLES

The Chancellor’s eagerly anticipated Budget has been announced this afternoon. The 3 main employment-related takeaways are: The furlough scheme will continue until September, with no change of terms. After July, businesses will be asked for a 10% contribution, rising to 20% in August and September. Support for the self-employed will also continue until September. The […]

According to the Global Legal Post, the London lateral hiring market remained buoyant last year despite the disruption caused by the coronavirus pandemic. In the present climate, partners may be reflecting on their position in their current firm, particularly if their firm has struggled to weather the storm during the pandemic, or where the firm […]

In December last year, the Employment Appeal Tribunal handed down its judgment in Steer v Stormsure Ltd UKEAT/0216/20/AT (V) which held that the failure of Parliament to grant a right to claim interim relief in claims of discrimination/victimisation dismissals was incompatible with Articles 6 and 14 of the European Convention of Human Rights (“ECHR”).

When a partner proposes to move from one firm to another, the process is rarely as simple as firms and partners might first assume. Depending on whether it is the new hiring firm, the current firm or the lateral partner themselves, there will often be a myriad of competing legal, practical and tactical factors and […]

England is currently enduring a third national lockdown that has been in operation since 6 January 2021. On 27 January the Prime Minister announced that the current measures will remain in place at least until 8 March, after which date the “economic and social restrictions” may be eased.

England is currently enduring a third national lockdown that has been in operation since 6 January 2021. On 27 January the Prime Minister announced that the current measures will remain in place at least until 8 March, after which date the “economic and social restrictions” may be eased.

There is nothing new about an employer’s duty of care toward its employees, but the call to action with regards to looking out for signs of domestic abuse has become necessary; it is not, perhaps, immediately apparent to most employers that this is part of the statutory duty of care.

Cutting Executive Pay During Coronavirus

How Employers can Deal with the Coronavirus Threat

Post-termination restrictive covenants – what do employers need to know?