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National Minimum Wage rates are set to rise in April 2024. As this is a legal obligation, employers must be aware of the new rates and plan to adjust their payrolls accordingly.
Read moreSection 193 of the Police, Crime, Sentencing and Courts Act came into force on 28 Oct 2023. This means employees have less time to disclose custodial convictions before they become spent.
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With so many seasonal vacancies being filled at this time of year, it is important to ensure that temporary and/or agency staff are protected in the workplace.
Read moreThe Worker (Predictable Terms and Conditions) Bill received Royal Assent on 18 Sept, granting staff the right to request set work patterns when their arrangements are varied or flexible.
Read moreFollowing Brexit, the UK started to review and amend EU legislation covering Working Time Regulations and TUPE. Updates have been announced, and are set to come into force on 1 January 2024.
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The Employment Tribunal’s (ET) decision in the case of Szabolcs Fekete v Citibank NA 2023 reminds employers to have robust policies in place to cover staff expenses.
Read moreStress is a common and very real health and safety issue. Employers have a duty to safeguard the welfare and wellbeing of their staff – including their mental health in the workplace.
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New guidance from ICO means employers must assess the impact of monitoring staff and intruding into their work and/or private lives.
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Uncover a pivotal case on workplace app use leading to unfair dismissal. Learn how employers can safeguard their employees' privacy within employment law.
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COVID-19 is rapidly rising, and yet medical authorities have not issued any directives on handling the cases in the workplace. With this in mind, what can employers do if their staff test positive?
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HSE carried out random construction site inspections as part of their Dust Kills campaign, and found that dust awareness was non-existent, or - at best, inadequate.
Read moreWhen an employee transfers under TUPE, they are eligible to be provided with an equivalent share incentive scheme previously supplied by their transferor.
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A recent survey has found that UK workers are taking more sick days off than at any other point in the last ten years, negatively impacting businesses and the economy.
Read moreThe Answer When it comes to employment tribunal claims, strict guidelines need to be observed. Discrimination claims – for example, must be presented within three months of the act or acts complained about for the case to be heard. Where there is continuing discrimination – or a series of acts of d…
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To safeguard victims, it’s vital you tackle inappropriate workplace language immediately – as highlighted in G Coleman v Doncaster Culture & Leisure Trust.
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A mutually agreed capability termination is not liable for an unfair dismissal claim - so ruled the EAT in Riley v Direct Line Insurance Group (2023).
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The Government intends to keep the labour market strong, but their vision has hit an obstacle: Long-term sickness is now the main reason for economic inactivity.
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Landowners who keep livestock on their land should be aware that they are under a duty to keep such animals safe and securely confined to protect the public. Cows, sheep, horses and pigs are commonly housed in fields, and it is not uncommon for them to escape from their enclosures.
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The Employment Appeal Tribunal case of AECOM Limited v Mallon highlights the need for an employer to undertake reasonable inquiries about the job applicant’s disability, and its impact on the application procedure.
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Part-time employees should not be treated less favourably in comparison to full-time employees in relation to their terms and conditions of employment. This will include their rights in relation to bank holidays.
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