Insights

Higgs LLP’s award winning Corporate team has advised prominent Black Country headquartered Boss Design on its sale to the Japanese listed corporate Okamura.

In this case, the Court of Appeal considered that dismissal for an employee's expression of controversial beliefs on social media amounted to unlawful discrimination.

Our webinar covers the meaning of neurodiversity and the legal position and risks associated with managing these issues in the workplace.

Discrimination claims relating to menopause can be complicated and often include more than one protected characteristic and there is no cap on the compensation that can be awarded for discrimination claims relating to menopause.

In the recent case of Godfrey v NatWest Market plc [2024] EAT 81 the Employment Appeals Tribunal ruled that a former employer did not have either actual or constructive knowledge of the employee’s post-employment diagnosis of autism spectrum disorder (ASD).

The recent case of Carozzi vs University of Hertfordshire [2014] EAT 169 ruled that comments about a person's accent can amount to harassment related to race.

Recent findings from Higgs LLP sheds light on a growing crisis in UK workplaces, as dissatisfaction among employees reaches new levels. The latest data shows a sharp rise in online searches related to workplace harassment and toxic leadership.

Employers should be cognisant of their duties and have in place mechanisms for dealing with high-risk situations.

Our article published on 25 June 2024, Employment law and the UK General Election, discussed some of the Labour Government's proposed changes to employment law.

This webinar offers a whistle-stop tour of AI and how it might affect your workplace. It covers things you might start to put in place now to establish some rules and regulations about how you use AI in the workplace from an employment law perspective.

The Employment Rights Bill has now landed. Here are the key takeaways ...

Where the express terms of an employment contract fail to adequately deal with the intentions of the employer and employee at the time of entering into it, the courts may imply 'in fact' terms to give effect to this.