Blacklist meaning

In this issue: Pay Pensions Maternity, parents and carers Data protection and employee information Individual rights arising from union membership Employment Tribunals Europe—EU New and updated content Dates for your diary Trackers New Q&As Employment resources on Lexis+® Daily and weekly news alerts Pay Social Security Benefits Up-rating Order 2025 SI 2025/Draft Under the draft Order, the following changes are set out: Statutory Sick Pay increases from £116.75 to £118.75 per week, effective 6 April 2025. Statutory Maternity Pay, Statutory Paternity Pay, Statutory Adoption Pay, Statutory Shared Parental Pay and Statutory Parental Bereavement Pay rise from £184.03 to £187.18 per week from 6 April 2025. Maternity Allowance moves from £184.03 to £187.18 per week with effect from 7 April 2025. See: LNB News 17/01/2025 4. Pensions DWP concludes annual statutory review of AE thresholds for 2025 to 2026 financial year...

The ex-customer, Edward Mendez, asked the court in a 12 August 2024 reply brief to set aside an AAA arbitrator’s decision that favoured T‑Mobile and to assume jurisdiction to hear his Federal Communications Act claim, alleging the company’s poor security led to the loss of almost US$240,000 in cryptocurrency. In responding to T‑Mobile’s brief upholding the award, Mendez contended that the opacity of AAA arbitrations skews the process towards corporations, which can review an arbitrator’s history, while consumers ‘are kept in the dark’. ‘This disparity creates a serious conflict of interest, because ruling against a corporation can effectively blacklist an arbitrator from future appointments, jeopardising their professional standing’, Mendez said. He cited the sole AAA arbitrator, Laura Reich of Harper Meyer LLP, who determined his case, arguing her decision overlooks a non‑waivable statutory duty imposed by the Federal Communications Act. Moreover, Mendez noted, the Federal Communications Commission has clearly stated that such duties cannot be negated by contractual disclaimers. By contrast, T‑Mobile’s 5 August 2024 brief opposing Mendez’s amended petition...

Morais v Ryanair DAC [2025] EWCA Civ 19 The Court of Appeal confirmed earlier employment tribunal decisions backing 29 pilots who alleged Ryanair placed them on a “prohibited list”, holding that the tribunals had rightly concluded that striking workers fall within the scope of the Employment Relations Act 1999 (Blacklists) Regulations 2010 (Blacklisting Regulations 2010), SI 2010/493. Writing for a three-judge panel, Justice David Bean stated that it is unlawful to blacklist an employee for engaging in trade union activities, which includes industrial action organised or endorsed by a trade union. The pilots, all members of the British Airline Pilots’ Association (BALPA), took strike action in summer 2019 and said Ryanair then threatened to withdraw concessionary travel benefits. The 29 claimants pursued tribunal proceedings and succeeded. Ryanair contended that the tribunals had misread the phrase “activities of trade unions” in the Blacklisting Regulations 2010 as stretching to strike action. However, the court found there was “no real dispute” that the ordinary meaning of that phrase does, in truth, encompass...

This Practice Note looks at the basic award, a constituent part of compensation in an unfair dismissal case. It explains how the figure is calculated, including: a maximum of 20 years’ service counted up to the effective date of termination; the number of weeks per year set by age bands; a week’s pay figure subject to a statutory cap; a minimum award in some circumstances (for example, trade union activities); a fixed two-week award in certain redundancy scenarios. It further covers deductions for contributory conduct (whether or not the employer knew), the consequences of refusing reinstatement, and set-off to the extent of any redundancy payment already made. For general guidance on unfair dismissal remedies, see Practice Note: Unfair dismissal remedies—general. Preliminary considerations As an initial position, section 112 of the Employment Rights Act 1996 (ERA 1996) sets out mandatory remedies for a successful unfair dismissal claim. Accordingly, in every instance where a dismissal is found to be unfair,...