Labour & European Law Review
29 August 2018
A report into workplace surveillance by the TUC has found that most workers believe that they are being monitored by their employer at work (…).
The law states that, once the principle of equal pay for equal work has been established, an equality clause has to be read into the woman’s contract. In Reading Borough Council v James, the Employment Appeal Tribunal held that, once that statutory modification has occurred, the right to equal pay continues even if the comparator is promoted to a different job (…).
The law says that it is automatically unfair to dismiss someone for taking part in trade union activities. In Morris v Metrolink RATP DEV Ltd, the Court of Appeal held that this could include storing and sharing private and confidential information belonging to the employer, particularly in the context of a collective grievance (…).