UK Law and Practice Contributed by: Paolo Palmigiano, Rachael Roberts, Helen Farr, Debbie Heywood and Louise Popple, Taylor Wessing LLP
where the company has been used as a vehi - cle for fraud or improper conduct, or where the individuals behind a company have abused the corporate structure to shield themselves from liability or to perpetrate wrongdoing. Piercing the corporate veil is an exceptional remedy applied by the courts and is not used often – case law provides that it can only be justified when the more conventional remedies are all seen to be inadequate. 4. Employment Law 4.1 Nature of Applicable Regulations The legal rules governing the employment rela - tionship are multifaceted, and can be catego - rised as follows. Statutory Law This comprises legislation enacted by Parlia - ment that sets out various rights and obliga - tions for employers and employees. Key statutes include the Employment Rights Act 1996, the Equality Act 2010 and the Health and Safety at Work etc. Act 1974, among others. The following laws, depending on the stage of employment in question, are of particular note. • Recruitment: (a) Equality Act 2010; (b) Rehabilitation of Offenders 1974; and (c) Data Protection Act (DPA) 1998. • Pre-employment checks: (a) Safeguarding Vulnerable Groups Act 2006; and (b) Immigration, Asylum and Nationality Act 2006. • Employment offer: (a) Employment Rights Act 1996; (b) the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations
2002; and (c) the Part Time Workers (Protection from Less Favourable Treatment) Regulations 2000. • Training and development: (a) Equality Act 2010; (b) Employment Rights Act 1996; (c) Education and Skill Act 2008; and (d) the Employees Study and Training Regu - lations 2010. • Change in personal circumstances: (a) Employment Rights Act 1996; (b) the Flexible Working Regulations 2014; and (c) Employment Act 2002. • Performance management: (a) Equality Act 2010; and (b) Employment Rights Act 1996. • Industrial action: (a) Trade Union and Labour Relations (Con - solidation) Act 1992; (b) Strikes (Minimum Service Levels) Act 2023; and (c) the Conduct of Employment Agencies and Employment Business (Amendment) Regulations 2022. • Mergers and acquisitions: (a) the Transfer of Undertakings (Protection of Employment) Regulations 2006. • End of employment: (a) Employment Rights Act 1996; (b) Equality Act 2010; (c) Trade Union and Labour Relations (Con - solidation) Act 1992; and (d) the Collective Redundancies and the Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 1999.
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