Labour & European Law Review
22 August 2018
According to analysis carried out by Nacro, employers will struggle to comply with the new General Data Protection Regulations when requesting criminal record information from job applicants (…).
The law states that a dismissal can be fair if it is for a reason which “relates to the conduct of the employee”. In Quintiles Commercial UK Ltd v Barongo, the Employment Appeal Tribunal held that, as there is no legal requirement for the dismissal to amount to “gross misconduct”, the dismissal could still be fair if the misconduct was only deemed to be “serious” (…).
The Equality Act provides for two different tests with regard to proving discrimination and harassment. In Bakkali v Greater Manchester Buses (South) Ltd t/a Stage Coach Manchester, the Employment Appeal Tribunal held that the test for harassment included a wider category of conduct than that for discrimination, thus requiring a more intense focus on the context of the offending words or behaviour (…).