Employment
Claridge v Daler Rowney [2008] IRLR 672
For the purposes of constructive dismissal, it is necessary that the conduct complained of must be calculated to destroy or seriously damage the employment relationship. The employee must be entitled to say: “You have behaved so badly that I should not be expected to have to stay in your employment”. The employee will not be able to satisfy that test unless the behaviour is outside the band of reasonable responses.
Clyde Co strengthens energy transition and construction offering with hire of Suriya Ashok
Jurit appoints rare dual-qualified lawyer to expand Anglo-French private wealth expertise
Three new tenants join Twenty Essex
Safety fears do not automatically justify shutting an interested person out of a statutory will application
