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Related news & insights - Paul Mander

Right to participate in share incentive plans transferred under TUPE
Posted: 09/11/2023
In its recent judgment, the Court of Session in Scotland found that the right to participate in a share incentive plan (SIP) can transfer to a new employer by virtue of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE), even where the SIP does not form part of the employment contract. The claimant, Mr Gallagher......>>
Supreme Court rules on claim for historical underpayments of holiday pay
Posted: 05/10/2023
The Supreme Court has this week given its judgment in the long-running case of Chief Constable of the Police Service of Northern Ireland v Agnew. Dismissing the employer’s appeal, the court found that a ‘series’ of unlawful deductions from wages will not necessarily be broken by a gap of three months or more. This potentially exposes......>>
Employment Relations (Flexible Working) Bill to become law
Posted: 26/07/2023
There has been a change in attitude towards flexible working, and flexibility within a job (especially following the Covid-19 pandemic) is now a priority for many UK workers. Consequently, in September 2021, the government published a consultation on flexible working that ran for 12 weeks. The response to the consultation......>>
Mental Health Awareness Week: how you can support your employees
Posted: 19/05/2023
To mark Mental Health Awareness Week, this article considers what employers can do to support employees who may be struggling with their mental health, as well as promote good practices relating to mental health at work. This year, the focus of Mental Health Awareness Week is on anxiety, with a recent study finding that 34% of adults......>>
Employment law changes announced by government as ‘bonfire’ of EU laws is scaled down
Posted: 11/05/2023
In a move that had been anticipated for some time, the Secretary of State for Business and Trade, Kemi Badenoch, announced in a ministerial statement yesterday that the wholesale ‘sunsetting’ of EU derived legislation on 31 December that was proposed by the Retained EU Law (Revocation and Reform) Bill was to be abandoned......>>
Menopause and the workplace – government responds to Women and Equalities Committee’s report
Posted: 03/02/2023
The government has now published its response to the July 2022 report from the Women and Equalities Committee, Menopause and the workplace. While some of the recommendations in the report have been accepted, in full or in part, the headline workplace recommendations, including making the menopause a protected characteristic......>>
What to expect in employment law in 2023
Posted: 11/01/2023
Twelve months ago we published a similar article looking ahead to what 2022 might bring to the world of employment law. It is fair to say that while some predictions were borne out, 2022 also threw its fair share of curve balls - while we expected a double bank holiday for the Queen’s Platinum Jubilee in June, for example......>>
Government publishes response to consultation on flexible working
Posted: 06/12/2022
The Department for Business, Education & Industrial Strategy (BEIS) has this week published its response to the consultation on flexible working, which was published in September 2021, following the change to working practices brought about by the Covid-19 pandemic......>>
No good deeds go unpunished: benefit schemes and discrimination claims
Posted: 22/11/2022
An emerging line of case law offers some comfort to employers who introduce generous benefit schemes, only to be faced with discrimination claims concerning the terms and conditions (T& Cs) of the scheme. These cases will be of particular interest to employers who introduced generous schemes to assist employees during the Covid-19 pandemic......>>
Time’s up – employee’s persistent lateness justifies her dismissal
Posted: 07/10/2022
Tijani v House of Commons Commission [2022] EAT 104. This case provides a useful reminder that dismissals for repeated minor matters of conduct can be justifiable, even if the employer’s disciplinary policy is not clear......>>

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