In the final edition of our ‘Need To Know’ newsletter for 2022, we look at the “without prejudice” rule for existing disputes, the latest Legislation update for Flexible working and its implications in a post-pandemic workplace.
We also have included our usual HR Bullets – which cover other significant employment law updates from the past month.
- Legislation Update – Flexible Working
- Flexible working: where are we now?
- Existing grievance was an existing dispute that engaged “without prejudice” rule
HR Bullets
- If a party to a Costs Order miscalculates their expenditure, this is a material error when considering the costs to be awarded (Ward v Dimensions UK Ltd)
- The High Court held that an unsuccessful job applicant who said his advice during and following an interview had benefited the employer did not have a claim for unjust enrichment (Ogedegbe v Simplyhealth People Ltd)
- If an employer requires a disabled employee to physically attend a redundancy selection interview, this can be a substantial disadvantage to the disabled employee (Hilaire v Luton Borough Council)
- An employment tribunal has held that an employee was unfairly dismissed when she said she needed to “take time off just now” following a family member’s illness and the employer decided terminated her employment, alleging it was by mutual agreement (Johnstone v Piranha Pedi Ltd)
- A lump sum paid by an employer to an employee as compensation for termination of employment and the employee agreeing to non-disclosure and confidentiality requirements as part of a settlement agreement was held to be employment income, and was therefore taxable (Mrs A v HMRC)