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.
Recent forecasts provided by Cancer Research UK have provided the daunting statistic that each and every one of us has a 50 per cent chance of being diagnosed with cancer at some point in our lives.
The Court of Appeal has confirmed in Air Products v Cockram that it is possible for an employer to objectively justify including "retirement" as a good leaver reason within a long term incentive plan ("LTIP") with reference to a specific age. Consequently, the Claimant's complaint of age discrimination failed.
In the case of United First Partners Research v Carreras the Court of Appeal has agreed with the Employment Appeal Tribunal ("EAT") and confirmed that an expectation that an employee will work late can amount to a provision, criterion or practice ("PCP") for the purpose of disability discrimination under the Equality Act 2010.
Under the heading of the "Simplification of the tax and National Insurance treatment of termination payments" the Government is reforming the tax treatment of termination payments. In short, more tax and National Insurance Contributions ("NICs") will be payable on termination payments, with the first wave of changes taking effect on 6 April 2018.