The Government Equalities Office has published a quick start guide on the Equality Act 2010 (Specific Duties) Regulations 2011.
The regulations came into force on 10 September 2011.
Prudent HR decisions are based on up-to-date information. Trotman's Employment Law Alerts (TELA) was an email news service that quickly informed HR professionals about the latest employment law developments. This is proven by the publication dates of the news items shown below. TELA provided accurate; concise; in-depth; and practical coverage of topical employment law developments. See @tonytrotman on X (formerly known as Twitter) for the latest employment law developments.
24 October 2011
12 October 2011
Employer was not entitled to withdraw its dismissal notice
In C F Capital plc v Willoughby [2011] EWCA Civ 1115, C F Capital (CFC) dismissed Ms Willoughby when it thought that she had agreed to change her employment status from an employee to a self-employed worker. However, CFC withdrew the dismissal notice after it realised that Ms Willoughby had not agreed to the change.
Ms Willoughby claimed that she had been unfairly dismissed. CFC claimed that Ms Willoughby had not been dismissed. The dismissal notice given to her was a mistake and it had been withdrawn.
The Court of Appeal held that there were no “special circumstances” which entitled CFC to withdraw its dismissal notice. CFC intended to dismiss Ms Willoughby. The dismissal notice was clear and unambiguous; and it had terminated Ms Willoughby’s employment.
Although the dismissal notice given to Ms Willoughby was a mistake – the mistake was not based on a misunderstanding that she had agreed to be dismissed.
Pay protection for trainee doctors
A part-time doctor who moved to a full-time training post in a lower grade was not entitled to protected pay at the full-time equivalent of her previous pay: Barts and The London NHS Trust v Verma [2011] EWCA Civ 1129.
Ms Willoughby claimed that she had been unfairly dismissed. CFC claimed that Ms Willoughby had not been dismissed. The dismissal notice given to her was a mistake and it had been withdrawn.
The Court of Appeal held that there were no “special circumstances” which entitled CFC to withdraw its dismissal notice. CFC intended to dismiss Ms Willoughby. The dismissal notice was clear and unambiguous; and it had terminated Ms Willoughby’s employment.
Although the dismissal notice given to Ms Willoughby was a mistake – the mistake was not based on a misunderstanding that she had agreed to be dismissed.
Pay protection for trainee doctors
A part-time doctor who moved to a full-time training post in a lower grade was not entitled to protected pay at the full-time equivalent of her previous pay: Barts and The London NHS Trust v Verma [2011] EWCA Civ 1129.