Included in this issue: Employment law review of the year 2016; What's on the horizon for 2017?; Employer not vicariously liable in sobering tale of post-party drinks and more...


Employment law review of the year 2016

As the year draws to a close, it's time to take stock of some of the key employment law changes that have taken place in 2016.  Here we round up some of the key legislative and case law developments from the past 12 months.

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What's on the horizon for 2017?

The pace of change in employment law shows no signs of abating next year.  Our employment team reports here on the key developments expected in 2017 and beyond.

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Employer not vicariously liable in sobering tale of post-party drinks 

This time of year often causes employers headaches at staff Christmas social events - and not just as a result of the free-flowing alcohol.  Employers risk being held liable for the misconduct of their employees in the course of employment at such events.  In the recent case of Bellman v Northampton Recruitment Ltd, an employee argued his employer should be held liable for a violent bust-up at drinks held after the staff Christmas party. 

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Don't bank on confidential information to help you in a dispute 

In an article first published by Thomson Reuters, Managing Associate, Annabel Mackay, considers recent decisions concerning employees who sent confidential information belonging to their employer to their personal email accounts on the grounds that it could assist them in future litigation against the employer.  Annabel considers the cases of Brandeaux Advisers (UK) Ltd v Chadwick and Farnan v Sunderland Association Football Club Ltd, as well as relevant actions by regulators.

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More corporate governance reform on the way 

On 29 November 2016, the Government published a Green Paper on corporate governance reform with the aim of seeking views on what changes might be appropriate to help ensure that the economy "works for everyone".  The Green Paper considers three specific aspects of corporate governance where the Government believes that there could be particular scope to build on and enhance the current framework.

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Key contact

Amanda Steadman

Amanda Steadman

Principal Knowledge Lawyer, Employment
London

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