WorkLife entries posted during March 2015

Lock v British Gas Trading Limited: Commission to be included in holiday pay calculations

Lock v British Gas Trading Limited: Commission to be included in holiday pay calculations

Following the CJEU’s decision last year in Lock v British Gas Trading Ltd , the employment world has been waiting with bated breath for long awaited clarity on the interplay of different commission schemes with holiday pay. At Farrers we have closely been following the issue and the ramifications of the decisions made to date (set out in Rachel’s and David’s blog posts).

Political beliefs and crossing the (picket) line

Political beliefs and crossing the (picket) line

We are now just 48 days from the election and I am sure over the coming weeks there are going to be several watercooler moments in workplaces around the country, sparking debate amongst workers regarding their political views and beliefs.  Debate is of course to be encouraged but headaches can arise for employers if matters are taken further and an individuals' conduct is called into question.  A recent decision of the EAT in GMB v Henderson provides some helpful points in situations whereby...

Less than two years’ continuous employment? It’s a trap!

Less than two years’ continuous employment? It’s a trap!

It’s a conversation that I suspect most employment lawyers are familiar with.  Client X calls to say that they are proposing to dismiss Employee Y, they need to do it quickly because Employee Y is close to two years’ continuous employment and therefore they don’t propose to follow a thorough procedure.  All will be ok, though, because if they dismiss early enough, there’s no liability for an unfair dismissal claim because of the requirement for two years’ continuous employment.

Zero-hours contracts – proposed anti-avoidance measures confirmed

Zero-hours contracts – proposed anti-avoidance measures confirmed

The Government has announced the steps it intends to take to deal with avoidance of the proposed ban on exclusivity clauses in zero-hours contracts. The aim is for secondary legislation to introduce a new protection from detriment for zero-hours contract workers who take jobs under other contracts, and to set out a minimum income level below which exclusivity clauses will not be enforceable.