At DWF, we have one of the largest Employment teams in the country. Operating across 10 offices, we act for a broad range of clients, from local SME's to FTSE 100 businesses, advising HR teams, in house lawyers, as well as the business direct.
"I've found the service to be of an extremely high quality. I would have no hesitation instructing them on significant matters, and equally I would have no hesitation in recommending them to others."– Client testimonial via Chambers & Partners
We offer the full range of Employment Law services, from the day to day to the strategic and niche, supported by a range of specialist services.
Our ambition is to be recognised as the leading Employment practice in the UK and Ireland.
What clients get:
We put the client first and we support each other to do that.
Employment status is a key focus for many employers, with a number of Government inquiries underway and a flurry of recent case law. The employment status conundrum is nothing new, however its application in the so called ‘gig economy’ is unknown territory.
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (“Regulations”) that compel all employers with more than 250 employees to publish details of their gender pay gap came into force this Spring.
Calculating holiday pay should be simple and indeed that used to be the case. However, recent case law has meant that what elements should be included in a holiday pay calculation has become a controversial issue for employers. The law currently remains in a state of flux.
Compensation limits and statutory payments have been updated as of April this year and revised Vento bands have been published.
In the case of Capita Customer Management Limited ("Capita") v Ali the Employment Appeal Tribunal ("EAT") has confirmed that Capita's refusal to allow Mr Ali to take shared parental leave at full pay, in accordance with the terms of its family friendly policies, did not amount to direct sex discrimination.
Shiraz Sethi, DWF Middle East’s Employment partner and co-author of the proposed law, examines the key changes to the existing legislation — modified to bring it in line with international best standards and practice.