News and Knowledge

Mr Baetes could not resolve a dispute with his employer so had to seek help with his industrial tribunal claim from Oakwood Solicitors about his claim for the dangerous conditions he had to work in.

As an animal lover Mr Baetes job as head zookeeper was ideal for him. He looked forward to getting up and going to work every day. He had been working there for 3 years having previously worked in a tropical pet shop.   There were a couple of things that niggled at Mr Baetes when…

Mr Newbury sought advice from Oakwood Solicitors about an age discrimination case – no win no fee claim and got the support he required.

Mr Newbury is 56 years old has worked in a domestic cleaning factory for the past 26 years where they create washing powders bleach based cleaning products and other cleaning materials.   As the years have progressed the company has installed increasingly modern ways of developing the fluids mostly around complex computer dependant machines.  …

Mrs. Briggs is victorious after her harassment at work case is settled with the help of Oakwood employment law specialists in the UK.

Our client worked as a cleaning services manager. She enjoyed her work as it fitted in well with her childcare needs. As the company expanded and took on larger clients she encountered her first problems.   During the course of her work at a more prestigious office our client was subjected to appalling racist remarks…

Exceptions to TUPE Regulations: Task of Short-Term Duration

The law surrounding the application of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE Regulations) is often fairly complicated. It is therefore useful when the courts try to provide some helpful guidance.   In the recent case of Swanbridge Hire and Sales Limited v Butler and others, the Employment Appeal Tribunal (EAT) sought…

Implied terms relating to the calculation of redundancy payments

One aspect of employment law that arises on a fairly regular basis in practice is whether or not an employee has certain terms included within their employment contracts which are not express but implied.   Implied terms can form part of an employee’s contract due to the custom and practice of an employer over a…

Refusing an Employee’s Right to be Accompanied

Refusing an Employee’s Right to be Accompanied   When an employee is invited to attend a disciplinary or grievance hearing they must be advised of their right to be accompanied by a colleague or a trade union representative.     A question that has recently been considered in the Employment Appeals Tribunal (EAT) is whether…

Suffering A Detriment After Making A Protected Disclosure

In the recent case of Anastasiou v Western Union payment Services, the Employment Appeals Tribunal (EAT) considered whether in a whistleblowing claim the person who subjected the Claimant to a detriment had to have knowledge of the Claimant’s protected act.   In 2010 one of the Respondent’s employees made a complaint that he had been…