Labour & European Law Review
03 September 2014
The Equality and Human Rights Commission has launched a major call for evidence from individuals and organisations about how their religion or belief, or that of other people, may have affected their experiences in the workplace and in using the services and facilities they need in everyday life.
The Acas guide on disciplinaries and grievances at work states that an appeal should not result in an increased penalty.
Although courts are likely to favour a contractual provision such as a restrictive covenant that makes commercial sense (as opposed to an apparent absurdity), the Court of Appeal said in Prophet Plc v Huggett that they can only do so if the language of the provision is truly ambiguous and allows for clear alternatives as to the sense the parties intended.