Labour & European Law Review
19 April 2012
Concerned that “health and safety” is being used too often as a handy excuse to stop what are essentially sensible activities, the Health and Safety Executive (HSE) has set up an independent panel allowing people to ask for decisions to be scrutinised.
Are employees entitled to be paid overtime when they have been unable to take their full contractual break because of their workload? No, said the Employment Appeal Tribunal (EAT) in Blair and ors v Hotel Solutions London Ltd - a requirement to be paid for overtime does not arise just because an employee is asked to do more work than can be done within the normal working day.
The law states that the collective consultation obligations are triggered if an employer makes 20 or more employees redundant within 90 days or less. In University of Stirling v University and College Union, the Employment Appeal Tribunal (EAT) said that the termination of fixed term contracts did not count as a redundancy and therefore did not trigger them.