In this case, the Employment Appeal Tribunal was asked to determine whether a reasonable adjustment claim had been brought in time in circumstances where the employer omitted to make an adjustment, in this instance to the employee’s working pattern. Listen along to find out what happened!

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In this case, the Employment Appeal Tribunal was asked to consider whether an employer should have known that an employee who had type 2 diabetes was suffering with a long-term condition and therefore should have been entitled to reasonable adjustments at work. Listen along to find out what happened!

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Employee benefits can create unexpected tax liabilities – and it’s often the everyday perks, rather than obvious benefits such as company cars or private medical insurance, that cause problems.

In this webinar, our tax experts Andrew Rainford CTA ATT and Rachael Brown CTA are joined by employment tax specialist Jack Bonehill CTA to explore the hidden tax traps surrounding employee benefits and expenses.

They discuss:

• When staff meals, food and social events become taxable
• The rules around trivial benefits and the £50 limit
• Gift vouchers, staff rewards and long-service awards
• P11Ds and PAYE Settlement Agreements (PSAs)
• Common employee benefit reporting mistakes
• How HMRC approaches employer compliance reviews
• Practical controls employers can put in place
• What to do when historic reporting errors are discovered

The session also answers practical questions around late-night taxis, takeaways for employees working late, subscriptions and other everyday expenses.

Whether you're a tax advisor, accountant or part of an in-house finance team, this webinar provides practical guidance to help identify potential employee benefit tax risks and support clients or businesses with HMRC compliance.

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In this case, a worker was called to a disciplinary hearing with no notice and later said that he did not realise he was going to be dismissed at that meeting until the point at which the dismissal actually happened.  He did not ask to be accompanied at the meeting and the Employment Appeal Tribunal had to decide whether the right to be accompanied arose despite him not having made a request and in the context of him having been given no notice of the meeting. Listen along to find out what happened!

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In this case, the Employment Appeal Tribunal looked at a number of issues including whether anti-Zionism beliefs were protected, whether a tribunal had wrongly determined the chance that the employee would have been dismissed in any event and what impact the way in which the employee had expressed his beliefs should have in reducing the amount of his compensation. Listen along to find out what happened!

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In this case, the Employment Appeal Tribunal was asked to consider whether a whistleblower could compel a tribunal to look at only those parts of his disclosures on which he wished to rely on in his claim to determine whether or not he reasonably believed them to be true in circumstances where the disclosures as a whole were wider in scope. Listen along to find out what happened!

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In this case, the Employment Appeal Tribunal was asked to determine, when considering a wrongful dismissal claim where an employee was dismissal forgross misconduct, what the relevance of the fact the employee was under duress at the time of their behaviour was.  The employee in question was a teacher who sent an inappropriate message to a student at the behest of her husband while in a coercive and controlling relationship and at a time when she feared for the safety of her children and herself.  Listen along to find out what happened!

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In this case, the Court of Appeal considered whether requiring the repayment of training costs when employment comes to an end can amount to an unreasonable restraint of trade.  The employee in question was, during his employment with the company, earning little above minimum wage and the training costs it sought to recoup were substantial. Listen along to find out what happened!

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In this case, the Employment Appeal Tribunal was asked to consider whether an employee was taking part in protected trade union activities when he added abusive and threatening messages to a trade union WhatsApp group. The messages in question were reported to the employer by another member of staff and subsequently the employer took disciplinary action in relation to them. Listen along to find out what happened!

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In this case, the Employment Appeal Tribunal was asked to consider whether the requirement to provide workers with a written itemised pay statement could be satisfied by providing workers with access to electronic payslips in circumstances where an employee argued that it could not. Listen along to find out what happened!

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