Tim Russell Tim Russell - Employment Law Consultant  
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Precedents

Advice on Illegality in Employment Contracts   More

Consultancy Agreement   More

Contract of Employment   More

Contract of Employment, short form   More

Data Protection Policy for Employees, Workers and Consultants   More

Dignity at Work Policy   More

Directors Service Agreement   More

Disciplinary and Grievance Policies   More

Equal Opportunities Policy   More

Protected Conversations under S111A Employment Rights Act 1996   More

Settlement Agreement   More

Witness Statement Guide https://www.legal-island.com/globalassets/pdf-documents/emp-law-comp-table-2017.pdf More

Case of the Month
5/2024
Atif v Dolce & Gabbana
The Atif v Dolce & Gabbana case reminds employers that in a discrimination case the burden of proof can easily pass from Claimant to Respondent. If the tribunal finds that the Claimant has shown facts that raise an inference of discrimination, the Respondent has to prove that discrimination was not the reason for any detrimental treatment. Bearing in mind the likelihood that a respondent employer will be vicariously liable for the acts of its employees (including those guilty of discrimination) it is a reminder of the importance of having good EOPs in place and ensuring they are followed to minimise company exposure to an ET complaint.
 
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