Does the duty to make reasonable adjustments extend to family members with a disability?

The Court of Appeal upheld the view of the Employment Tribunal and the Employment Appeal Tribunal that there is no duty for an employer to make reasonable adjustments for a non-disabled employee who has a disabled child. The Court also concluded that there was no proper basis on which this matter should be referred to the European Court of Justice.

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Charity Commission publishes revised ‘Conflicts of interest’ guidance

The Charity Commission for England and Wales (the ‘Commission’) has published revised guidance ‘Conflicts of interest: a guide for charity trustees (CC29)’ (the ‘Guidance’). According to the Commission’s press release, this guidance follows a consultation and is in response to the fact ‘that conflicts of interest were a feature in all of its completed investigations of 2012/13.’

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PPN implementing Article 6 of the Energy Efficiency Directive

The Cabinet Office published Procurement Policy Note 07/14 (the ‘PPN’) on 3 June 2014. It implements Article 6 of the Energy Efficiency Directive 2012/27/EU (the ‘Directive’) which places minimum energy efficiency requirements on the goods, services and buildings purchased (and, in the case of buildings, also rented) by ‘in scope organisations’.

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Deducting pay for failure to work notice

An Employment Appeal Tribunal (EAT) held, in agreement with the employment tribunal’s finding, that a clause which allowed an employer to deduct a month’s salary in the event of an employee failing to work their notice period was not a penalty clause. The EAT confirmed the clause in question was a genuine pre-estimate of loss and not a penalty.

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LLP can be an associated employer for equal pay purposes

he Court of Session found that Glasgow City Council (the ‘Council’) and two ‘arm’s length’ limited liability partnerships (LLPs), to which some of the Council’s services and employees had transferred, were associated employers for equal pay purposes. The case was determined under the Equal Pay Act 1970, rather than the Equality Act 2010 (the ‘2010 Act’) which has replaced it, applying transitional arrangements governing claims that were brought before the 2010 Act came into force.

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