The Coronavirus Act 2020 was passed on 25 March confirming the changes to statutory sick pay (SSP) which will apply during the coronavirus emergency.
A summary of the payments due to workers relating to their health situation as well as other common scenarios we are encountering e.g. lay-off.
Our latest Practical Advice for Employers newsletter provides some answers to questions regarding the current coronavirus pandemic and the impact it’s having on employers.
NEWS FLASH: IR35 reforms delayed Yesterday was a day for big, headline-grabbing announcements from Government. One that might have escaped […]
Having to consider ways of cutting staff costs is never nice, but with the prospect of significant and extended economic uncertainty, we know that it’s a pressing issue for many employers.
With the Government now warning that the Coronavirus epidemic could result in up to a fifth of the UK workforce “off sick”, we thought it would be helpful to provide some answers to your frequently asked questions.
Settlement agreements: Top tips Very much inspired by the return this month of The Split (Season 2), our favourite TV drama, […]
Harassment at work – EHRC guidance One of the issues highlighted by the #metoo movement has been the reluctance for […]
We know that there’s never a dull moment in the world of HR Managers and business owners, so we’ve collated our top ten list of 10 employment law issues to focus on in the year ahead.
A ‘philosophical belief’ How far does the definition of a ‘philosophical belief’ extend under the Equality Act? Forstater v CGD […]
What’s to come… Now that the dust has settled on last week’s election result, it’s a good time to revisit […]
Handling complaints of bullying and harassment effectively can be tricky. We advise our clients that the best approach legally and commercially is to take a ‘zero-tolerance’ stance to any form of bullying or harassment as soon as you become aware of it.
Can short-term episodes of workplace stress be grouped together to meet the definition of a disability? In some cases, yes, […]
The impact of Brexit on UK employment law The immediate and direct consequences of Brexit on UK employment law are […]
Beware the discrimination pitfalls of psychometric testing In keeping with our campaign to promote the benefits of employing a more […]
Disability discrimination claims on the rise Time to get neuro-savvy. According to recent statistics, the number of disability discrimination claims […]
In our experience, employees frequently request to record disciplinary and capability meetings for a variety of different reasons and those requests are, in the most part, refused by the employer out of concern that it might inhibit frank conversation from taking place.
In this article we explore some of the unintended consequences around positive action and how to avoid the many pitfalls.
Whilst these situations raise a lot of interesting questions for solicitors, they can cause headaches for employers trying to balance any ongoing police investigations with their own internal disciplinary procedures.
In light of a recent decision from the Scottish employment tribunal, reconsidering a prior decision last July, our opinions on the impact of Brexit on UK employment laws are changing.
The Court of Appeal has reminded employers of the potential pitfalls of dismissing employees shortly before a TUPE transfer takes place.
Since our January newsletter, the Government has launched an important new consultation under which it is proposing to extend redundancy protection for pregnant women and those on maternity leave.
In a decision published this month, the Court of Appeal has found that individuals can be personally liable for whistleblowing detriments amounting to dismissal which they inflict on whistleblowers.
It is critical that employers word restrictive covenants carefully. Here are some of our top tips.
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