Labour & European Law Review
11 September 2019
The TUC has published a report arguing for greater rights to collective bargaining for workers so that they have more influence over their working lives (...).
Although it is unlawful to discriminate against a worker because of their religious beliefs, the Employment Appeal Tribunal has held in Page v NHS Trust Development Authority that it is not discriminatory to dismiss them because of the “manner” in which they express those religious views as opposed to the fact that they hold them. (…)
The Supreme Court has held in Tillman v Egon Zehnder Ltd that if a restraint of trade clause in an employment contract is too broad, the offending words can be severed from the clause with the result that the rest of it can still be enforced. However, courts need to ensure that, by virtue of severing the words, the overall effect of the clause does not change.(...)