On October 30, 2024, the UK Government set out the Autumn Budget with changes to the minimum wage, employer National Insurance Contributions, and the taxation of umbrella companies.
The court in a wrongful termination case found the termination provisions in the employment agreement were unenforceable because they violated the ESA and awarded the plaintiff two months’ damages in lieu of reasonable notice.
A new decision provides guidance on when an administrative body’s statutorily permitted review of its past decision will be considered the “continuing effect” of a previous act of discrimination rather than a new and discrete act of discrimination.
Dutch law prohibits employers from paying full-time employees differently—i.e., more favorably—than part-time employees, unless the difference in pay can be objectively justified. This is not readily the case, however.
In Bertsch v. Datastealth Inc., 2024 ONSC 5593, the Ontario Superior Court of Justice dismissed an employee’s claim for common law reasonable notice of termination on a Rule 21 motion.
On November 8, 2024, Manitoba’s Bill 37, The Budget Implementation and Tax Statutes Amendment Act, 2024 and Bill 9, The Employment Standards Code Amendment Act, received Royal Assent and came into force.
The Court of Appeal for Ontario found that settlement documents signed after an employee separated from employment prevented him from suing for the value of vested stock options.
The controversial practice of “firing and rehiring”—dismissing employees and offering to re-engage them on new terms and conditions—is once again hitting the headlines in the UK.
