Latest in Immigration and Employment Updates

Immigration and Employment Updates in Northern Ireland from the team at Cleaver Fulton Rankin solicitors.

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Dove v Brown & Newirth Ltd – Workplace Nicknames and Unfair Dismissal

Posted in: Immigration and Employment Updates on 21/06/2016 Facts of the Case Mr Dove was a sales representative for Brown & Newirth Ltd (“the Respondent”), a jewellery manufacturer, which employed about 43 people. He had worked for the Respondent for 25 years and had a clean disciplinary record. In 2011 Mr Ball began working for the Respondent as a sal...

Whistleblowing: whose interest is it in?

Posted in: Immigration and Employment Updates on 16/03/2016 The law relating to whistleblowing in Northern Ireland will shortly be amended by the Employment Bill which is currently working its way through the Northern Ireland Assembly. The proposed changes will mirror recent reform of whistle blowing legislation in England & Wales following the EAT deci...
This article is listed under the following topics:
Unfair Dismissal Whistleblowing (Protected Disclosures)

The Cost of the National Living Wage

Posted in: Immigration and Employment Updates on 18/12/2015 National Minimum Wage (NMW) workers aged 25 and over will, from April 2016, see an increase in their hourly earnings. The National Living Wage (NLW) will be introduced in April 2016, with a starting rate of £7.20. This will be the new legal wage floor for all workers aged 25 and over, with the curr...

Unfair Dismissal - The Band of Reasonable Responses

Posted in: Immigration and Employment Updates on 20/11/2015 The recent Court of Appeal decision in Robert Newbound v Thames Water Utilities Limited [2015] EWCA is a reminder that although an employer’s decision must only be within the band of reasonable responses to be fair and a Tribunal cannot substitute its own view for that of the employer, the “band of...

Legal Obligations and Standards for Directors, Trustees and Members of Boards of Governors

Posted in: Immigration and Employment Updates on 20/10/2015 As society becomes ever more regulated, it is easy to forget the burgeoning amount of legal obligations impacting on organisations in the private and third sectors. It is important for all company directors, charity trustees and members of boards of governors to be aware of these legal obligations ...

Shared Parental Leave & the Risk of Discrimination

Posted in: Immigration and Employment Updates on 29/04/2015 The introduction of Shared Parental Leave (SPL) in Northern Ireland by the Work and Families (Northern Ireland) Act 2015 presents one of the biggest shake-ups to family leave provisions in recent times. This article considers some of the main changes brought in by the Act and the potential of discr...

Subject Access Requests Update

Posted in: Immigration and Employment Updates on 13/01/2015 Today's quarterly review is a Subject Access Requests (SAR) Update.Section 56 of the Data Protection Act 1998 makes it a criminal offence to require an individual to exercise their subject access rights to gain access to information about their convictions and cautions and provide that information ...

Are You Calculating Holiday Pay Correctly?

Posted in: Immigration and Employment Updates on 30/09/2014 Overview Under the working time regulations, holiday pay is usually calculated in regard to an employees basic pay. Last year the Supreme Court in Williams and others v British Airways (2011) signalled the way for a significant re-think of the way statutory holiday pay should be calculated. It was ...

How Flexible are you?

Posted in: Immigration and Employment Updates on 08/07/2014 Prepare for Flexible Working in NI Changes in England and Wales extending the right to request flexible working are now in place after the Children and Families Act 2014 was given Royal Assent in Parliament in March. At present, in Northern Ireland the right to flexible working hours can only be av...

Bring Your Own Device - What Employers Need To know

Posted in: Immigration and Employment Updates on 20/02/2014 Commonly referred to as ‘Bring Your Own Device’ (BYOD) many employers have recognised the benefits of allowing staff to use their own personal electronic devices such as laptops and smart phones for work purposes. Employers should, however, be aware of and consider the commercial and legal risks wh...