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Labour and European Law Review

Thompsons’ Labour and European Law Review (LELR) is recognised as an authoritative source of comment and discussion of rulings which fall under both UK and European law. Available to read here, and also via a weekly email bulletin, LELR offers considerable insight into the latest issues affecting trade unions and their members.

Articles shared by Thompsons relating to coronavirus (COVID-19) are correct on the time of publication. You should check the government's guidelines for the latest information and advice at https://www.gov.uk/coronavirus.

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Latest Issues

Weekly Issue 710

  • Focus on the law
  • Back office role
  • Contract starting point

Weekly Issue 709

  • Public sector exit payments
  • Reasons for delay
  • Particular claim

Weekly Issue 708

  • More testing but not enough pay
  • Discrimination remedy
  • Trade union activity

Definition of a worker

Weekly Issue 710

Focus on the law

In an important judgment for those working in the gig economy, the Supreme Court agreed with the lower courts in Uber v Aslam that Uber drivers are workers, not self-employed contractors (...).

Maternity/Parental rights

Weekly Issue 710

Back office role

The Equality Act provides that unfavourable treatment of pregnant women amounts to pregnancy discrimination. In Chief Constable of Devon and Cornwall Police v Town, the Employment Appeal Tribunal held

Contract of employment

Weekly Issue 710

Contract starting point

Although the identity of a claimant’s employer may seem obvious, it is not always easy for tribunals to ascertain who they are. In Clark v Harney Westwood and Riegels and ors, the Employment Appeal Tr

Compensation

Weekly Issue 709

Public sector exit payments

After a judicial review challenge by Thompsons on instruction from a number of trade unions regarding the imposition of a cap on public sector exit payments of £95,000, the government has revoked the

Disciplinary and dismissal

Weekly Issue 709

Reasons for delay

Claimants have to lodge a tribunal complaint within a three-month time limit and extensions to that time limit will only be granted in certain, defined circumstances. The Court of Appeal doubled down

Whistle-blowing

Weekly Issue 709

Particular claim

In order to bring a claim for “ordinary” unfair dismissal, a claimant needs two years’ continuous service whereas a claim for unfair dismissal on the basis of whistleblowing does not. In Dorrington v

Coronavirus (COVID-19)

Weekly Issue 708

More testing but not enough pay

The government has announced that it has widened the criteria for accessing the workplace rapid testing programme from businesses with more than 250 employees, to those with more than 50 (...).

Equality, discrimination and harassment

Weekly Issue 708

Discrimination remedy

If someone is dismissed for blowing the whistle, they can ask a tribunal to grant them interim relief until their substantive claim is heard. The same remedy is, however, not available for discriminat

Disciplinary and dismissal

Weekly Issue 708

Trade union activity

Trade union reps are protected under the law from being penalised by their employer for carrying out their trade union activities. In University College London v Brown, the Employment Appeal Tribunal

Coronavirus (COVID-19)

Weekly Issue 707

Job retention scheme extended again

The government has issued another treasury direction extending the Coronavirus Job Retention Scheme to the end of April (...).

Whistle-blowing

Weekly Issue 707

Facts and allegations

For a whistleblowing claim to succeed, the claimant has to show a reasonable belief that there has been a breach of a legal obligation, among other things. In Kirby v Glasgow Caledonian University, th

Agency workers

Weekly Issue 707

Agency vacancies

The Employment Appeal Tribunal has held in Angard Staffing Solutions Ltd and anor v Kocur and ors that although agency workers are entitled to be informed about vacancies during an assignment, that do