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Employment Law 10th edition [Pehme köide]

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(Leicester De Montfort Law School, UK), (Cloisters, London, UK)
  • Formaat: Paperback / softback, 513 pages, kõrgus x laius: 240x168 mm, kaal: 903 g
  • Sari: Hart Law Masters
  • Ilmumisaeg: 30-Apr-2020
  • Kirjastus: Hart Publishing
  • ISBN-10: 135201002X
  • ISBN-13: 9781352010022
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Employment Law 10th editionSuurem pilt
  • Formaat: Paperback / softback, 513 pages, kõrgus x laius: 240x168 mm, kaal: 903 g
  • Sari: Hart Law Masters
  • Ilmumisaeg: 30-Apr-2020
  • Kirjastus: Hart Publishing
  • ISBN-10: 135201002X
  • ISBN-13: 9781352010022
Teised raamatud teemal:
Püsilink: https://www.kriso.ee/db/9781352010022.html
Märksõnad:

A revised new edition of a popular and long-established textbook, updated to include the most relevant developments in employment law today. This edition sees barrister Tom Brown join Deborah Lockton on the writing team, providing insightful commercial experience into this dynamic field.

The text steers readers confidently though the complexities of this diverse subject, highlighting its practical and theoretical underpinnings. The book covers the most recent developments in one of the fastest moving areas of the law, explaining the rights of employees and responsibilities of employers.

Reinforced with summaries, exercises and extensive further reading, it helps students get to grips with the subject.

An ideal textbook for students on an LLB or GDL/CPE course taking a module on Employment Law.

New to this Edition:
- A new section on employees and workers in the gig economy and modern day slavery
- Brand new section on whistleblowing
- New 'hot topics' sections that look in greater depth at some of the most vexed legal questions of our time, provoking further discussion and research



A revised new edition of a popular and long-established textbook, updated to include the most relevant developments in employment law today. This edition sees  barrister Tom Brown join Deborah Lockton on the writing team, providing insightful commercial experience into this dynamic field.

The text steers readers confidently though the complexities of this diverse subject, highlighting its practical and theoretical underpinnings. The book covers the most recent developments in one of the fastest moving areas of the law, explaining the rights of employees and responsibilities of employers. Reinforced with summaries, exercises and extensive further reading, it helps students get to grips with the subject. 

An ideal textbook for students on an LLB or GDL/CPE course taking a module on Employment Law.


Arvustused

A perfect introductory text for all levels. Tom Brown has managed to retain the verve and coherence of Deborah Locktons much loved text while presenting the new challenges and frontiers of employment law in an admirably engaging way. * Luke Mason, School of Law, Birmingham City University, UK * This is an excellent student text on employment law. It covers all the key areas in a comprehensive yet accessible manner, while also highlighting the key critical contemporary issues in this context. The useful summaries, exercises and additional reading make it a great student resource. * Michelle Weldon-Johns, Dundee Business School, Abertay University, UK *

Preface xv
Table of cases
xvii
Table of legislation
xlvii
Part I Introduction to employment law
1(26)
Introduction to employment law
3(1)
The scope of this book
3(1)
Some historical aspects of the legal regulation of work
3(1)
Inequality between employers and employees
4(1)
The development of workplace legislation
4(1)
Comparative regulation of work
5(1)
Employment law and politics
5(1)
The development of the common law of employment
6(1)
1 Sources and institutions of employment law
7(20)
1.1 Territorial scope
7(1)
1.2 Common law
8(1)
1.3 Legislation
9(1)
1.4 Codes of practice
9(1)
1.5 European Union law and Brexit
9(2)
1.6 The European Convention on Human Rights 1950 and the Human Rights Act 1998
11(3)
1.7 Employment tribunals
14(6)
1.8 The Employment Appeal Tribunal (EAT)
20(1)
1.9 The civil courts
21(1)
1.10 Advisory, Conciliation and Arbitration Service (ACAS)
21(3)
1.10.1 Advice
22(1)
1.10.2 Conciliation
22(1)
1.10.3 Arbitration
22(1)
1.10.4 Inquiries
23(1)
1.10.5 Codes of practice
23(1)
1.11 Central Arbitration Committee (CAC)
24(1)
1.12 Certification Officer
24(1)
1.13 The commissions
25(2)
1.13.1 The Health and Safety Executive (HSE)
25(1)
1.13.2 Equality and Human Rights Commission (EHRC)
25(1)
Summary
26(1)
Further reading and references
26(1)
Part II The employment relationship
27(124)
2 The nature of the relationship
29(22)
2.1 Distinctions between different kinds of worker
29(5)
2.1.1 Insurance and welfare benefits
30(1)
2.1.2 PAYE
30(1)
2.1.3 Vicarious liability
31(1)
2.1.4 Safety
32(1)
2.1.5 Terms in the contract
32(1)
2.1.6 Employment protection rights
32(1)
2.1.7 Employee shareholders
32(1)
2.1.8 Protection for blowing the whistle
33(1)
2.1.9 The Taylor Review of Modern Working Practices
33(1)
2.2 Tests for determining status
34(7)
2.2.1 Is there a contract?
34(2)
2.2.2 Is the contract to do work personally?
36(3)
2.2.3 Not a client or customer of a profession or business undertaking carried on by the individual
39(2)
2.3 Employees distinguished from workers
41(10)
2.3.1 Control
41(1)
2.3.2 Multi-factor test
42(6)
Hot topic -
Chapter 2
48(1)
Summary
49(1)
Exercises
49(1)
Further reading and references
50(1)
3 Terms of the contract
51(27)
3.1 Express terms
51(6)
3.1.1 Variation of terms
54(3)
3.2 Collective agreements
57(11)
3.2.1 Enforceability between the collective parties
58(1)
3.2.2 Enforceability between the individual parties
58(4)
3.2.3 Implied incorporation
62(1)
3.2.4 Express incorporation
63(3)
3.2.5 Agency
66(1)
3.2.6 Conflicting collective agreements
67(1)
3.2.7 No-strike clauses
67(1)
3.3 Incorporation of other documents
68(2)
3.3.1 Works rules/staff handbooks
68(1)
3.3.2 Disciplinary and grievance procedures
69(1)
3.4 Statutory statement of terms and conditions
70(3)
3.5 Custom
73(1)
3.6 Implied terms
74(4)
Summary
76(1)
Exercises
77(1)
Further reading and references
77(1)
4 Implied duties in the contract of employment
78(59)
4.1 Personal nature of the contract
78(2)
4.2 Duties of the employer
80(44)
4.2.1 Duty to provide work
80(2)
4.2.2 Duty to pay wages and the National Minimum Wage
82(3)
4.2.3 The duty to provide an itemised pay statement
85(1)
4.2.4 Normal working hours/weekly pay
85(2)
4.2.5 The right not to suffer unauthorised deductions from pay
87(4)
4.2.6 Payment during sickness
91(2)
4.2.7 Pay during lay-offs or short-time working
93(1)
4.2.8 Duty to indemnify
93(1)
4.2.9 Duty in relation to references
94(2)
4.2.10 Duty of mutual respect/trust and confidence
96(2)
4.2.11 Duty to ensure employees' safety
98(20)
4.2.12 The Working Time Regulations 1998
118(6)
4.2.13 Corporate Manslaughter and Corporate Homicide Act 2007
124(1)
4.3 Duties of the employee
124(13)
4.3.1 Duty of co-operation
124(1)
4.3.2 Duty to obey reasonable lawful orders
125(2)
4.3.3 Duty to exercise reasonable care and skill
127(1)
4.3.4 Duty not to accept bribes or secret commission
128(1)
4.3.5 Duty not to disclose confidential information
128(3)
4.3.6 Duty not to work for a competitor
131(2)
4.3.7 Inventions
133(1)
Hot topic -- Vicarious liability
134(1)
Summary
134(1)
Exercises
135(1)
Further reading and references
135(2)
4A Transfers of undertakings
137(14)
4A.1 The history of the regulations
137(3)
4A.2 What is a `relevant transfer'?
140(3)
4A.3 The effect of a relevant transfer on contracts of employment
143(8)
Summary
149(1)
Further reading and references
149(2)
Part III Constraints on the employment relationship
151(126)
5 Discrimination
153(72)
5.1 The concept of discrimination
153(2)
5.2 Protected characteristics
155(1)
5.2.1 Age
155(1)
5.2.2 Disability
155(4)
5.2.3 Gender reassignment
159(1)
5.2.4 Marriage and civil partnership
159(1)
5.2.5 Pregnancy and maternity
160(1)
5.2.6 Race
160(1)
5.2.7 Religion or belief
160(2)
5.2.8 Sex
162(1)
5.2.9 Sexual orientation
162(1)
5.3 Prohibited conduct
162(2)
5.4 Direct discrimination
164(6)
5.4.1 Exceptions
170(1)
5.4.2 Discrimination arising from disability
171(3)
5.4.3 Gender reassignment: absence from work
174(1)
5.4.4 Pregnancy and maternity
175(2)
5.5 Indirect discrimination
177(11)
5.5.1 Provision, criterion, or practice
178(1)
5.5.2 The comparative group
179(2)
5.5.3 Disadvantage to the claimant
181(1)
5.5.4 Proportionate means of achieving a legitimate aim
182(6)
5.6 Duty to make reasonable adjustments
188(5)
5.7 Harassment
193(3)
5.8 Victimisation
196(1)
5.9 Relationships which have ended
197(1)
5.10 Acts of discrimination
198(5)
5.10.1 In relation to applicants
198(2)
5.10.2 In relation to employees
200(3)
5.11 Other unlawful acts
203(3)
5.11.1 Instructing, causing or inducing discrimination
203(1)
5.11.2 Aiding contraventions
204(1)
5.11.3 Enquiries about disability and health
205(1)
5.11.4 Liability of an employer
205(1)
5.12 Occupational requirements
206(3)
5.12.1 Religion or belief
207(1)
5.12.2 Armed forces
208(1)
5.13 Exceptions to the legislation
209(1)
5.14 Enforcement and remedies
209(8)
5.14.1 Burden of proof
209(3)
5.14.2 Presentation of complaint
212(1)
5.14.3 Enforcement by an individual
213(3)
5.14.4 Enforcement by the Equality and Human Rights Commission
216(1)
5.16 Part-time workers
217(2)
5.17 Fixed-term employees
219(6)
Hot topic -- Can a cake be gay?
221(1)
Summary
221(1)
Exercises
222(1)
Further reading and references
223(2)
6 Equality of terms
225(24)
6.1 Introduction
225(1)
6.2 Equality Act 2010
226(1)
6.3 The comparator
226(5)
6.4 Like work
231(1)
6.4.1 Different duties
231(1)
6.4.2 Different hours
232(1)
6.4.3 Different responsibilities
232(1)
6.5 Work rated as equivalent
232(1)
6.6 Work of equal value
233(3)
6.6.1 Stage 1 hearing
233(1)
6.6.2 Stage 2 hearing
234(1)
6.6.3 Full hearing
234(2)
6.7 Defence
236(4)
6.8 European law and equal pay
240(6)
6.8.1 Article 157 TFEU
240(3)
6.8.2 Equal Pay Directive
243(1)
6.8.3 Time limits and retrospective claims
243(3)
6.9 Gender pay reporting
246(3)
Summary
247(1)
Exercises
247(1)
Further reading and references
247(2)
6A Whistleblowing
249(8)
6A.1 Introduction
249(1)
6A.2 Who is protected?
249(1)
6A.3 What is protected?
249(1)
6A.4 `Disclosure'
250(1)
6A.5 Qualifying disclosures
250(2)
6A.6 Protected disclosures
252(2)
6A.7 Detriment
254(1)
6A.8 Dismissal of employees and workers for making a protected disclosure
254(1)
6A.9 Non-disclosure agreements
255(2)
Summary
255(1)
Exercises
256(1)
Further reading and references
256(1)
7 Statutory employment protection
257(20)
7.1 Introduction
257(1)
7.2 Guarantee payments
257(1)
7.3 Medical suspension pay
258(1)
7.4 Maternity rights
259(4)
7.4.1 Right to maternity leave
259(1)
7.4.2 Compulsory maternity leave
259(1)
7.4.3 Ordinary maternity leave
259(1)
7.4.4 Additional maternity leave
260(1)
7.4.5 Return from leave
261(1)
7.4.6 Contact during maternity leave and keeping-in-touch days
261(1)
7.4.7 Time off for ante-natal care
262(1)
7.4.8 Statutory maternity pay and maternity allowance
262(1)
7.5 Parental leave
263(1)
7.5.1 Shared parental leave in place of maternity leave
263(1)
7.5.2 Parental leave for after maternity leave
263(1)
7.6 Paternity leave and pay
264(1)
7.7 Adoption leave and pay
265(1)
7.8 Right to request flexible working
265(1)
7.9 Right not to suffer a detriment
266(4)
7.9.1 Jury service
267(1)
7.9.2 Health and safety cases
267(1)
7.9.3 Sunday working for shop and betting workers
268(1)
7.9.4 Working time cases
268(1)
7.9.5 Trustees of occupational pension schemes
268(1)
7.9.6 Employee representatives
268(1)
7.9.7 Employees exercising the right to time off work for study or training
269(1)
7.9.8 Protected disclosures
269(1)
7.9.9 Leave for family and domestic reasons
269(1)
7.9.10 Collective agreements
269(1)
7.9.11 Recognition
270(1)
7.10 Time off provisions
270(7)
7.10.1 Trade union duties
270(1)
7.10.2 Time off for union learning representatives
270(1)
7.10.3 Trade union activities
271(1)
7.10.4 Health and safety duties
271(1)
7.10.5 Public duties
271(1)
7.10.6 Time off to look for work
272(1)
7.10.7 Time off for occupational pension scheme trustees
272(1)
7.10.8 Time off for employee representatives
272(1)
7.10.9 Time off for study or training
273(1)
7.10.10 Time off for dependants
273(1)
Summary
274(1)
Exercises
274(1)
Further reading and references
275(2)
Part IV Termination of employment
277(136)
8 Termination at common law
279(18)
8.1 Termination by operation of law
279(2)
8.1.1 Frustration
279(2)
8.1.2 Liquidation of the employer or dissolution of a partnership
281(1)
8.2 Termination by agreement
281(3)
8.3 Repudiation
284(3)
8.4 Resignation
287(1)
8.5 Dismissal
288(4)
8.5.1 Summary dismissal
289(1)
8.5.2 Dismissal with notice
290(2)
8.6 Reasons for dismissal
292(1)
8.7 Procedure for dismissal
292(1)
8.7.1 Contractual procedures
292(1)
8.8 Remedies for wrongful dismissal
293(4)
Summary
295(1)
Exercises
296(1)
Further reading and references
296(1)
9 Unfair dismissal
297(82)
9.1 Introduction
297(4)
9.2 Continuity of employment
301(8)
9.2.1 Weeks which do not break continuity and count towards the final computation
303(2)
9.2.2 Weeks which do not break continuity, but which do not count in the final computation
305(1)
9.2.3 Change of employer
305(1)
9.2.4 Employment Rights Act 1996
306(1)
9.2.5 Effective date of termination
307(2)
9.3 Excluded employees
309(4)
9.3.1 An employee who has agreed to waive his rights to unfair dismissal
309(2)
9.3.2 An employee who falls within the category of excluded persons
311(1)
9.3.3 An employee outside the territorial scope of UK labour legislation
311(1)
9.3.4 An employee shareholder
312(1)
9.3.5 Illegal contracts
312(1)
9.4 Has there been a dismissal?
313(4)
9.4.1 Employer terminating with or without notice
313(1)
9.4.2 Fixed-term contract which expires and is not renewed
313(1)
9.4.3 Constructive dismissal
313(4)
9.4.4 Reinstatement of an employee who appeals against dismissal
317(1)
9.5 Reasons for dismissal
317(16)
9.5.1 Capability and qualifications
319(4)
9.5.2 Conduct
323(6)
9.5.3 Redundancy
329(2)
9.5.4 Statutory restriction
331(1)
9.5.5 Some other substantial reason
331(2)
9.6 The concept of reasonableness
333(22)
9.6.1 Fairness of the decision
336(1)
9.6.2 Consistency
336(1)
9.6.3 Past work record and length of service
337(1)
9.6.4 Alternative employment
338(1)
9.6.5 Fair procedure
339(2)
9.6.6 Procedures
341(1)
9.6.7 Capability and qualifications
341(1)
9.6.8 Sickness and injury
342(1)
9.6.9 Conduct
343(10)
9.6.10 Statutory restriction
353(1)
9.6.11 Redundancy
353(2)
9.6.12 Some other substantial reason
355(1)
9.7 Automatically unfair reasons for dismissal
355(9)
9.7.1 Leave for family reasons
355(1)
9.7.2 Spent convictions
355(1)
9.7.3 Transfer of undertakings
356(2)
9.7.4 Trade union membership or activities
358(1)
9.7.5 Dismissal for the use of trade union services or refusal of an inducement
359(1)
9.7.6 Dismissal in connection with recognition
360(1)
9.7.7 Dismissal in health and safety cases
360(1)
9.7.8 Dismissal of shop workers or betting workers who refuse Sunday work
361(1)
9.7.9 Dismissal in working time cases
361(1)
9.7.10 Dismissal of trustees of occupational pension schemes
361(1)
9.7.11 Dismissal of an employee representative
361(1)
9.7.12 Dismissal for acting as a companion
361(1)
9.2.13 Dismissal for making a protected disclosure
362(1)
9.7.14 Dismissal on the grounds of assertion of a statutory right
363(1)
9.7.15 Dismissal in national minimum wage cases
363(1)
9.7.16 Dismissal in tax credit cases
364(1)
9.7.17 Dismissal for requesting flexible working
364(1)
9.7.18 Dismissal for jury service
364(1)
9.7.19 Dismissal for a reason relating to a prohibited list
364(1)
9.8 Dismissal during a strike, lock-out, or other industrial action
364(5)
9.8.1 Action covered
366(1)
9.8.2 Relevant employees
367(2)
9.9 Remedies for unfair dismissal
369(10)
9.9.1 Reinstatement
370(2)
9.9.2 Re-engagement
372(1)
9.9.3 Financial compensation
372(4)
Summary
376(1)
Exercises
377(1)
Further reading and references
378(1)
10 Redundancy
379(20)
10.1 Introduction
379(1)
10.2 Qualification to claim
379(1)
10.3 Definition of redundancy
380(5)
10.3.1 Cessation of business
380(1)
10.3.2 Moving place of business
380(2)
10.3.3 Excess labour
382(3)
10.4 Misconduct and redundancy
385(1)
10.5 Suitable alternative employment
386(2)
10.6 Trial period in new employment
388(1)
10.7 Lay-off and short-time working
388(1)
10.8 Redundancy compensation
388(1)
10.9 Collective redundancy consultation
389(10)
Summary
396(1)
Exercises
397(1)
Further reading and references
398(1)
11 Duties of ex-employees
399(14)
11.1 Introduction
399(1)
11.2 Express/implied duty of fidelity
399(1)
11.3 Restraint of trade covenants
399(2)
11.4 Reasonable between the parties
401(2)
11.5 Reasonable in the public interest
403(2)
11.6 Enforceability
405(3)
11.7 Enforcement
408(5)
Summary
410(1)
Exercises
411(1)
Further reading and references
411(2)
Part V Trade unions and the law of industrial action
413(87)
12 Trade unions
415(29)
12.1 Introduction
415(1)
12.2 Status of trade unions
416(2)
12.3 Listing
418(1)
12.4 Independent trade unions
419(1)
12.5 Recognition of trade unions
420(6)
12.5.1 Voluntary recognition
421(1)
12.5.2 Statutory recognition
422(4)
12.6 The political fund
426(2)
12.7 Trade union accounts
428(1)
12.7A Trade union administration
429(1)
12.8 The rule book
430(1)
12.9 Inter-union disputes
431(2)
12.10 Trade union amalgamations
433(1)
12.11 Trade union elections
433(2)
12.12 The right to information
435(4)
12.13 Financial assistance
439(1)
12.14 The closed shop
439(2)
12.15 Autonomous trade union legislation in Wales
441(3)
Summary
442(1)
Exercises
442(1)
Further reading and references
443(1)
13 The rights of trade union members
444(14)
13.1 Introduction
444(1)
13.2 Enforcement of the union rule book
444(2)
13.3 Exclusion and expulsion
446(4)
13.4 Discipline of union members
450(2)
13.5 The Certification Officer
452(1)
13.6 Action short of dismissal
452(6)
Summary
455(1)
Exercises
456(1)
Further reading and references
457(1)
14 Industrial action
458(42)
14.1 Introduction
458(2)
14.2 Industrial action and the contract of employment
460(4)
14.2.1 Go-slow
460(1)
14.2.2 Work-to-rule
461(1)
14.2.3 Overtime ban
461(1)
14.2.4 Blacking
462(1)
14.2.5 Strike without notice
462(1)
14.2.6 Strike with notice
462(2)
14.3 Industrial action and the economic torts
464(9)
14.3.1 Inducement of a breach of contract
464(4)
14.3.2 Procurement of a breach of contract
468(1)
14.3.3 Causing loss by unlawful means
469(1)
14.3.4 Conspiracy
470(1)
14.3.5 Interference with a trade or business by unlawful means
471(2)
14.3.6 Economic duress
473(1)
14.4 The impact of EU law
473(1)
14.5 Statutory immunities
474(8)
14.5.1 Trade dispute
474(1)
14.5.2 Workers and their employer
475(1)
14.5.3 Dispute
476(1)
14.5.4 Related wholly or mainly to
477(1)
14.5.5 Subject matter
478(2)
14.5.6 `In contemplation of'
480(1)
14.5.7 `In furtherance of'
480(1)
14.5.8 Secondary action
481(1)
14.6 Trade union liability
482(2)
14.7 Loss of trade union immunity
484(5)
14.8 Picketing
489(6)
14.8.1 Criminal liability
490(2)
14.8.2 The Trade Union and Labour Relations (Consolidation) Act 1992
492(1)
14.8.3 The Public Order Act 1986
492(1)
14.8.4 Civil liability
493(1)
14.8.5 Immunity for picketing
494(1)
14.9 Remedies
495(2)
14.10 Withholding pay for industrial action
497(3)
Summary
497(1)
Exercises
498(1)
Further reading and references
499(1)
Index 500
Deborah J. Lockton was formerly Professor of Employment Law at De Montfort University, UK. She has conducted specialist in-house training courses for both companies and the profession and is the author of several books on employment law. She is also Editor of the journal Contemporary Issues in Law.

Tom Brown practices as a barrister from Cloisters Chambers, London, specialising in employment, equality, and human rights law. He has worked as a Judicial Assistant to the late Lord Bingham of Cornhill, Senior Law Lord, and for the United Nations on human rights and humanitarian projects. Tom has sat as a fee-paid Employment Judge since 2013. He was nominated for Employment Law Junior Barrister of the year in 2018 by Chambers and Partners. Tom is one of the Attorney Generals panel of Junior Counsel to the Crown. He has trained lawyers and judges in equality law at the Academy of European Law and has contributed to books on employment and equality law. Tom has appeared in seminal cases in the Court of Appeal and Supreme Court on employment law including Buckland v University of Bournemouth [ 2011] QB 323 on constructive dismissal, and Haywood v Newcastle Upon Tyne NHS Trust [ 2018] UKSC 22 on implied terms and notice of termination.