For those who think Regional Employment Judges (REJ) do not like holding Employment Tribunal User Group meetings, they should have been a fly on the wall at the meeting in Watford on 24 October 2013. 

According to figures published by the Office of National Statistics, of the 29.8 million adults currently employed in the UK, 17.5 million of them are between the ages of 25-49, whilst some 8.6 million are +50 years old. With an ageing population still struggling to cope with the effects of the recession, and the Government’s abolition of the default retirement age in April 2011, the dynamics of the UK’s workforce are likely to change over the next decade as people stay in work for longer. Yet are employers ready?

From stewards and turnstile operators, to programme sellers, hospitality and catering staff – these individuals play a vital part in the match day experience of football fans. For these frontline roles, clubs often rely on casual workers. A club’s demand for their services will be sporadic, depending on when and how often home matches take place.

We have been focussing so much recently on the introduction of fees into the Employment Tribunal, and the new (“Underhill” inspired) Employment Tribunal Rules due to come into force on 29 July 2013, that the new system for Early Conciliation (“EC”) through ACAS, has largely gone by unnoticed. Indeed we are still waiting for the Government to respond to its consultation paper although that is apparently to be expected very soon.

Like many employment lawyers I have been uncomfortable about the law on whistleblowing. No one can argue with the principle that the exposure of wrongdoing is in the public interest and should be encouraged or that those who do so should be protected.  However, what was a good idea in theory often appeared to have been abused in practice by claimants exploiting the whistleblowing regime for purely personal advantage in cases involving no legitimate element of public interest.