Labour & European Law Review
22 April 2015
According to a recent TUC report, the number of black and Asian workers in low-paid jobs increased by 12.7 per cent between 2011 and 2014.
Employers can reserve the right to amend the terms and conditions of employees’ contracts, but according to the decision of the Employment Appeal Tribunal (EAT) in Norman and Douglas v National Audit Office (NAO), the right has to be established in a way that is clear and unambiguous.
Although tribunals can engage in speculation when trying to work out compensation for a claimant, the Employment Appeal Tribunal (EAT) held in Kerry Ingredients (UK) Ltd v Little that they must spell out their findings and make clear the evidential basis on which they were made.