Public holidays can be very tricky when trying to work out part-time and casual staff's wages fairly, so here is a quick guide to do some of the work for you.

This blog was first published on www.growthbusiness.co.uk

The case of Williams v Leeds United Football Club highlights that in principle there is no limit on the length of time that can pass between an employee’s gross misconduct and their dismissal without notice, if in the interim period the employer was unaware of the employee’s wrongdoing. 

It may not be the juiciest of employment law topics, but it certainly is something we all need to know – what are the current compensation limits in respect of claims which an employee can bring against his or her employer? 

Bieber and others v Teathers Limited

In Bieber and others v Teathers Limited, the parties’ respective solicitors agreed a figure for settlement of a claim, by email, without either side expressing that the correspondence was “subject to contract”. On an objective assessment of the relevant facts and circumstances, the High Court judge held that this exchange of emails constituted the full and final settlement of the claims, counterclaims and costs claims by and between the parties and therefore the exchange of emails alone constituted a binding settlement without the need for a settlement agreement to document the agreed terms. This meant that the company was unable to rely on an indemnity which it wanted to include in a settlement agreement and it could not attach any other conditions (such as confidentiality), to the terms of settlement.

Robinson v Combat Stress

The case of Robinson v Combat Stress shows the need for an employer, when it dismisses an employee as a result of a number of separate incidents, to be entirely clear about the reason for the dismissal.