Employment law is a fast-changing area and as an employer you need to stay up to date with developments to ensure that you are acting lawfully. Most employment law changes take place in April and October each year. JPP looks at what is happening in April 2017 and what you need to do.

An employee who claimed he was bullied at work has lost his claim for constructive dismissal.

A limited liability company protects the personal assets of the shareholders but that can often hinder finance options so business owners often become Personal Guarantors. So what exactly are the implications of becoming a Personal Guarantor? In this short video JPP's Managing Partner Mark Glenister explains ........

This video, hosted by JPP's Managing Partner Mark Glenister, answers the question "What is a Shareholders Agreement?" It explores why you should have one and what it can do for your business.

Research recently published by the Competition and Markets Authority shows that 54 per cent of businesses surveyed did not fully understand the rules on unfair terms in consumer contracts. This directly impacts on how businesses treat their customers and is particularly important in order to maintain good customer relations, brand integrity and to avoid costly mistakes which may have wide-reaching consequences for your business. Changing goods or services, increasing the price, or charging excessive cancellation fees may all constitute 'unfair' terms in a consumer contract.

A plumber who carried out jobs on behalf of a plumbing company should be classed as a "worker" under the Employment Rights Act, not a self-employed contractor.

A golf expert who secured multi-million pound sponsorship deals has won his unfair dismissal claim against the Professional Golfers' Association (PGA).

Sainsbury's was entitled to dismiss an employee for gross misconduct after he failed to carry out key company policy concerning staff engagement.

A woman who was put on a higher pay grade as a way of protecting her salary following a job re-evaluation did not have an automatic right to be receive future increases.

A dyslexic employee has won a disability discrimination claim because her employer failed to make reasonable adjustments to accommodate her condition. Her race discrimination claim which was originally dismissed by the employment tribunal due to lack of evidence is to be reconsidered because they tribunal need 'to be alive to the possibility of unconscious discrimination as well as overt discrimination.'