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Articles by Ian Wasserman
Broadfield Law UK LLP
CONTRIBUTING SINCE SEPTEMBER 2026 POPULAR TOPICS Consumer Protection Employment and HR Real Estate and Construction Broadfield Law UK LLP are most popular: within Consumer Protection, Real Estate and Construction and Employment and HR topic(s) in United Kingdom and Europe with readers working within the Retail & Leisure industries COMPANY CONTENT We're delivering you content tailored to your location.
Ready Or Not: Workplace Change Is Coming — What Employers Need To Know
Trade union members will be able to vote electronically or in-person for certain ballots, including industrial action, union elections and other statutory ballots. Employers should review their industrial relations strategy, as this measure may make it easier for unions to organise strikes. The time limit for making a claim to an employment tribunal will increase from three to six months. This may lead to an increase in tribunal claims, as claimants will have more time to make a claim.
447: Statutory Code of Practice on Dismissal and Re-engagement to come into effect on 18 July 2024
On 28 May 2024, Parliament approved the Code of Practice (Dismissal and Re-engagement) Order 2024. This means that, despite the general election, the statutory Code of Practice on Dismissal and Re-engagement will come into force on 18 July 2024 in England, Wales and Scotland. The final draft of this Code was published on 19 February 2024 alongside the Government’s response to last year’s consultation.
Law firm BDB Pitmans promotes Ian Wasserman to partner
Ian Wasserman Partner Law firm BDB Pitmans has today (2 April) announced the promotion of Ian Wasserman to partner. Ian is a member of BDB Pitmans’ dedicated employment law team with experience in advising ambitious and large businesses on both contentious and non-contentious matters. He is regularly asked to advise on large and complex employment tribunal claims, contractual and procedural matters, and routinely acts for senior executives and in settlement negotiations.
414: Court Of Appeal Judgment Provides Clarification On Enforceability Of A 12-month Non-Compete Clause
Post-termination non-compete clauses will only be upheld by the courts if they are reasonable in length and scope and do not go further than is necessary to protect an employer's legitimate business interests. However, the courts may strike out parts of a clause that are unenforceable, provided the remainder of the clause is valid and not substantially changed as a result. This is known as the 'blue pencil test'.
Employees should not be dismissed for incapacity whilst they are contractually entitled to long-term disability benefits | Lexology
United Kingdom
January 21 2019 The recent Employment Appeal Tribunal (EAT) decision in Awan v ICTS UK Ltd confirms that an employer should not dismiss an employee for incapacity where they have a contractual entitlement to long-term disability benefits or permanent health insurance (PHI). Mr Awan worked for American Airlines as a security agent.
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