The Supreme Court’s decision in Royal Mencap Society v Tomlinson-Blake means sleep-in care support workers can only be paid for when they are 'awake for the purpose of working'. What does this mean for social care providers and for employment lawyers advising workers in the sector?
- practical and legal issues concerning pay structures and contractual arrangements
- what employers now need to do to ensure compliance with national minimum wage legislation
- changes social care providers and local authorities might need to think about
- ongoing areas of uncertainty.
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- Your first name and last name
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- Nikolas Clarke is an experienced employment barrister. He advises and represents employees and employers in the full range of employment claims and appeals, including cases of unfair dismissal, contract claims (including confidentiality and restrictive covenant claims), discrimination, harassment, victimisation, whistle-blowing and TUPE.
- Max Lansman has a busy employment practice dealing with a wide range of matters. He is frequently instructed to advise, draft statements of case, and appear in preliminary hearings, judicial mediations and final hearings.
- Ryan Anderson is a pupil barrister with two years’ experience of working as an Employment Tribunal advocate. He has represented respondent clients at preliminary hearings, judicial mediations, and final hearings. His work regularly involved unfair and wrongful dismissal, discrimination, TUPE, whistleblowing, and wages claims (including worker status).