Now that the domestic and European football season is over focus shifts to the world cup. Tuesday 24th June 2018 at 13.00pm may seem like a long way away, but it's a time and date Employers need to consider now.

Are you surprised the last set of HR tribunal statistics shows that the number of lodged claims has increased by 78%? No, neither was I.

These figures were published just before and are really not terribly surprising.  Tribunal claims are now almost back to where they were before fess were abolished.

Businesses with self-employed workforces are highly likely to have to compensate many of their workers for previously unpaid holiday, after the European Court of Justice (ECJ)  ruled in favour of a worker in the long-running and eagerly awaited Sash Windows case.

What are the HR implications now that the taxi firm Uber has lost an appeal at the Employment Appeal Tribunal against a ruling that its drivers should be treated as workers rather than self-employed?

In my previous blog I concentrated on the decision to abandon Tribunal fees following the Supreme Court ruling as a quick note.   Now I have had a chance to look at the ruling in more detail, this email re-iterates some of the last and adds in more tips for you on how to proceed with an employee’s claim.

Since 2013, employees have had to pay a fee of up to £1,200 to take their employer to a tribunal.  This led to a drop of around 70% in the number of claims, enabling some employers to take a robust approach to employee relations because of the heavily reduced risk of a claim.

Summer has now arrived universities are out and schools are about to break up. Young people are looking for jobs or even work experience as interns to get a foot on the employment ladder.

Equal opportunities and more – there’s probably never been a month like it for employers. Although April has always denoted the implementation date for new legislative changes in the UK, 2017 sees a record-breaking array of far-reaching initiatives.

The Court of Appeal on March 1st  refused British Gas permission to appeal to the Supreme Court in the holiday pay case of British Gas v Mr Lock. "The Working Time Regulations  are properly to be read purposively to give effect to the CJEU ruling in Lock which means holiday pay must take into account overtime and commission earnings."