With the new administration under the leadership of Ms Liz Truss changes may be afoot in employment law to deal with the ongoing pressures on workers and employers alike as we enter what is likely to be a difficult winter. Here we discuss a few areas which are currently in focus. Report on Zero Hours[…]
September Update: Zero Hour Contracts Report; Seasonal Worker Scheme ; Changes to Strike Rules and IR35 changes on the horizon.
Times are hard and businesses change. Maybe there’s been a fall off in a particular line of work, a physical move, new equipment or ways of doing things differently that mean it isn’t viable to keep employing certain staff members. In order to stay efficient and cost effective, you may have to face the possibility[…]
We are proud to announce that we have been awarded South England Employment Law Firm of 2022/2023 by Prestige Awards.
Employment Law Update August Courts rule against 12.07% calculation for part time holiday pay The Supreme Court have ruled that the 5.6 weeks’ annual leave entitlement under the Working Time Regulations 1998 should not be reduced pro rata for staff who do not work standardised hours. (Harpur Trust v Brazel  UKSC 21 (20 July[…]
Four day working week trial begins Trialling of a four day working week is being led by campaign group “4 Day Week Global” https://www.4dayweek.com. They claim that the move during the 19th century from a six day to a five day week is long overdue for an overhaul and that with developments in technology there[…]
There is a widely held myth that there is a certain threshold at which it becomes too hot to work. There is no such threshold, instead the Health and Safety Executive (HSE), stipulates under the Workplace (Health, Safety and Welfare) Regulations of 1992 that employers have a responsibility to ensure that working conditions are “reasonable”, but there[…]
Asking job applicants and employees about their health: how to stay on the right side of the law When recruiting and managing employees, employers want to know that their employees are up to the job and in the post COVID world, whether might they pose a risk to other employees, clients or customers. While asking[…]
Enforcing Restrictive Covenants The recent decision in Planon Ltd v Gilligan  has highlighted the problems of enforcing restrictive covenants – an important strategy employers use to prevent a leaving employee from soliciting work in a similar field within a certain geographical area and for a certain length of time, firstly within the employment contract[…]
Last month’s statement by the Equalities and Human Rights Commission that “long Covid ” should not be treated as a disability, gave rise to a media storm and panic for many employees who suffer from this condition and are struggling to have their needs met in the workplace. In a landmark decision on 20th June the[…]