Bird & Bird UK Employment Law Update June 2012
 
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Welcome

Welcome to the Employment Law Update for the UK.

In this edition we look at recent developments involving contract termination, joint liability for compensation and working time.

 

As always, please do not hesitate to contact any member of the Employment Group if you have any queries on the issues covered in the Update or any other matters.


Contract - Termination
Pay in lieu of notice and misconduct

In Cavenagh v William Evans a senior employee, who was also a director of the employer company, was informed by letter that he was redundant. He was also informed that his employer was terminating his contract summarily but would give him 6 months' pay in lieu of notice (PILON), as provided for in his contract.

Joint Liability for Compensation

How to manage a case where there is more than one respondent

In Brennan v Sunderland City Council and others, the Employment Appeal Tribunal (EAT) considered a case where the claimants alleged that an agreement between their employer and their trade union was an unlawful act of sex discrimination. The claimants had settled their claim against the trade union, but their claim against their employer continued.

 

Working Time

Entitlement to termination payment in lieu of untaken holiday

The European Working Time Directive is quite clear that the minimum holiday entitlement under the Directive (20 days in each year) can only be replaced by a payment in lieu when holiday pay is due to an employee on termination of his employment.

 


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In this Issue

Contract - Termination

Joint Liability for Compensation

Working Time


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Contact Us

 

If you have any queries on the issues covered in the Update or any other matters please do not hesitate to contact a member of the Employment Group.

 

Ian Hunter ian.hunter@twobirds.com
Warren Wayne warren.wayne@twobirds.com
Elizabeth Lang elizabeth.lang@twobirds.com
Colin Kendon colin.kendon@twobirds.com


 


 


The content of this update is of general interest and is not intended to apply to specific circumstances. The content should not, therefore, be regarded as constituting legal advice and should not be relied on as such. In relation to any particular problem which they may have, readers are advised to seek specific advice. Further, the law may have changed since first publication and the reader is cautioned accordingly.

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