Labour & European Law Review
25 January 2006
Recent figures from the Office for National Statistics show that the gender pay gap narrowed between 2004 and 2005 to its lowest value since records began.
It is well established in common (or Judge-made) law that an employer can be liable for the negligent acts of their employees.
As every trade union official should know, employees generally cannot bring a claim of unfair dismissal unless they have been continuously employed for a year.
Being made redundant can be a traumatic event. It can be even more traumatic if the person has not worked for their employer for at least two years, because they cannot then claim redundancy pay.
Under section 20 of the Trade Union and Labour Relations (Consolidation) Act 1992, a union is liable for the unlawful acts of its members if it can be said to have authorised or endorsed them.
The Insolvency Act 1986 says, among other things, that administrators' claims for pay and expenses should generally have priority over any other debts a company might have.
There are two main stages to an equal pay claim.
Although certain terms can be implied into a contract, the employment appeal tribunal (EAT) has made clear in Royal and Sun Alliance Insurance Group v Payne (2005, IRLR 848) that contractual retirement ages are not necessarily governed by a pension scheme deed.