What employers do and don’t know at a particular point in time is often up for discussion in employment cases. Sometimes employers may take the view that it is best not to ask questions in case they are then saddled with an answer that they did not want to hear.

The recent Employment Appeal Tribunal decision in the pregnancy discrimination case of Really Easy Car Credit Limited v Thompson is one such case where what the employer knew, and when, and what part this played in the decision to dismiss the employee were key.

The ruling in the case of King v The Sash Window Workshop Ltd and anor will have significant implications for the right to holiday pay in the UK. It opens the door for up to 80 weeks’ backdated pay, with claims potentially extending as far as 1996 when the Tinme Directive came into force.

The Ministry of Justice and the Department of Business, Energy, Innovation and Skills are in the process of reforming the Employment Tribunal system as part of modernisation work. They have indicated that there are no plans to consider radical structural change so, presumably, it is not looking at converging the employment tribunal and EAT and the courts at this point, as has previously been mooted.

With the arrival of a new year, we await new legal developments, cases and change. Nowhere is this anticipation of change greater than in the area of the gender pay gap in the UK.

Since its creation in March 2009 Uber has expanded rapidly and is now operating in over 60 countries worldwide, with a recent valuation of over $60bn. It allows its users to get from ‘A’ to ‘B’ at the click of a button. However it has not been an easy ride for the company as it has faced a number of legal claims globally.

In the world of employment law this took the form of a claim in 2015 by a group of Uber drivers about their employment status with Uber.