Question: When does a one-day hearing throw your life entirely into chaos? Answer: When it is an interim relief hearing […]
Right to Work Checks: Using an Identity Service Provider As a result of the pandemic, many workforces now work remotely. […]
The Teacher’s Strikes – What approach should you take to requests from staff for time off to look after dependants […]
Employment law cases to watch out for in 2023 As part of our employment law update event this week, we […]
Making a difference How coaching can help with redundancy processes Redundancies are an unfortunate fact of life; sometimes they are […]
Settlement agreements cannot settle unknown future statutory claims In the case of Bathgate v Technip UK, the Employment Appeal Tribunal […]
The end of adjusted right to work checks (it really is the end, this time!) From 1 October, it has […]
5 top tips when embarking on a redundancy exercise We know that some businesses will be critically considering how to […]
Prior to Brexit and the removal of the freedom of movement, it was permissible for EEA nationals employed by an overseas branch to come to the UK to work and carry out business-related activities without restriction. That’s no longer the case…
Last week, the Supreme Court in Harpur Trust v Brazel held that a member of staff who only worked part of the year (in this case, term time only) is entitled to the same 5.6 weeks of statutory leave as those employees who work all year. The court made clear that employers should not base holiday entitlement calculations on the number of hours actually worked.
As of July 2022, the law surrounding fit notes and who can issue them has been updated by the Department for Work and Pensions. From July, they can be issued by nurses, pharmacists, occupational therapist and physiotherapists, in addition to doctors. A new fit note was also released in April 2022 with different requirements to the original, however, both are valid for the foreseeable future.
The High Potential Individual Visa route opened on 30 May 2022; it’s an entirely new route with the aim of attracting highly skilled individuals to the UK to help tackle its current high-skilled labour shortage.
As the war in Ukraine continues, many employers are seeking to support Ukrainian refugees by offering them work. If that applies to you, it’s important to carry out right to work checks on Ukrainian candidates before their employment commences
Wishful thinking employees (or somewhat despairing employers) may claim that clauses which restrict what they do after their employment has ended aren’t worth the paper they’re written on – but that’s often not the case.
The topic of sexual harassment has received a fair amount of press attention recently following the Employment Tribunal case bought by Mr Finn against his employer, The British Bung Manufacturing Company Limited.
We’re often asked by employers what the ‘worst case scenario’ is for a claim which has been bought against their business or organisation and it’s useful to think of this in terms of what an Employment Tribunal could potentially award in compensation.
On 11 April 2022, the new Global Business Mobility (GBM) routes went live and aims to provide new solutions for overseas businesses seeking to establish a presence in, or moving staff to, the UK. There are five sub-categories with only one new category; the Secondment Worker route.
The Court of Appeal recently decided a ‘worker’ was entitled to receive a payment covering all of the periods during his engagement when he took holiday, but wasn’t paid for it. Understandably, this decision can be unsettling for many employers. However, we’d recommend that you take the following steps.
In a post-Brexit world, many employers will now find that they need to engage workers who are subject to immigration control, for example, as sponsored workers under the points based system.
Today’s removal of Covid restrictions is likely to cause some dilemmas for employers. Employers will need to make decisions about the policies and procedures which are appropriate for their own workplaces. With further changes due to take effect from 1 April 2022.
On 17 February 2022, the Home Office closed the Tier 1 (Investor) route with immediate effect. The main impetus behind this decision follows Home Office concerns about security, specifically, whether those applying had obtained their wealth lawfully and legitimately and / or whether they had association with corruption, such that genuine investments weren’t being made in the UK.
We advise employers on all their HR legal issues – including apprenticeships. We can help you prepare compliant apprenticeship contracts and advise on what to do at the end of the relationship to avoid costly mistakes. We will be looking at the use of apprentices within your business at our FREE coffee morning on 7 July 2022. In the meantime, we hope that you find these apprenticeship FAQs useful. Please note that they apply to approved English apprenticeships under the Apprenticeships, Skills, Children & Learning Act 2009.
The temporary adjustment to manual right to work checks is ending on 5 April 2022. However, after that date, it will continue to be possible to carry out remote right to work checks, using new technology introduced by the Home Office, for individuals with valid British or Irish passports.
Ms Burn was a consultant paediatric neurosurgeon under disciplinary investigation at Alder Hey Children’s’ NHS Hospital. The subject of the appeal was Ms Burn’s argument that a contractual right to see “any correspondence relating to the case” meant that Alder Hey was obliged to disclose to her all documentation relating to the investigation, which was in the possession of the investigator, not just correspondence generated because of the investigation.
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