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The Coronavirus epidemic has forced many businesses to look at new ways of working to ensure that business needs are met.
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The Covid19 crisis in the United Kingdom has bought before the High Court an unprecedented legal matter that affects insolvency practitioners acting as administrators for insolvent companies with furloughed employees.
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As an employee, you are governed by the contract of employment, and this will usually stipulate your usual place of work where you are required to work.
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Since the introduction of Furlough back in March 2020, employers are now contemplating how to manage holiday entitlement. Though furlough is a temporary measure of leave from work, all employees will continue to accrue annual leave.
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It is Mental Health Awareness week on 18th May. Research and reports show approximately one in four people in the are experiencing or will experience mental health problems every year.
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On Sunday Boris Johnson set out his roadmap of easing England’s lockdown; further guidance was announced on Monday and there is more to follow. Scotland, Wales and Northern Ireland have their own rules.
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In March 2020 the Government introduced the coronavirus job retention scheme (CJRS) which allowed employers to furlough employees. The aim of the CJRS is to avoid mass job losses and help prevent the spread of Covid-19.
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Vicarious liability is where an employer can be held liable for things their employee has done. On 1st April in the case of WM Morrison Supermarkets plc v Various Claimants 2020, the Supreme Court gave it’s judgment on vicarious liability.
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The impact of Covid-19 has had an incredible impact on the world, resulting in huge uncertainties for many people. People are in fear of their lives as well as their jobs and finances. This alone can be mentally straining and stressful therefore how can we cope with the pressure of an uncertain fut…
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The Personal Protective Equipment Regulations 1992 require employers to provide all personal protective equipment (PPE) deemed to be necessary to their staff, in order to ensure their safety whilst carrying out their duties.
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On the 28 March 2020 Alok Sharma the Business Secretary proclaimed government proposals to adjust the insolvency laws to enable companies to have a fighting chance to continue trading.
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As we continue in lockdown due to the coronavirus crisis; companies must quickly adapt in how they continue operating and people manage their staff.
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Given the current situation and following the government’s latest advice, we thought it may be a good time to provide some advice on working from home for those who are able to as part of their job role.
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Yesterday (Monday 23rd March 2020), Boris Johnson announced further measures to prevent the spread of coronavirus and deal with the national emergency. We are in effect on ‘lock down’.
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On Friday 20 March 2020, the Chancellor announced an intervention to protect the jobs of those facing likely redundancy as a result of the impact Coronavirus is having on the UK.
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As the impact of Covid-19 rapidly affects our everyday activities, we provide as below some guidance information on HR/employment matters that is current as at 22nd March 2020.
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Gender pay gap reporting must be submitted by 30 March 2020 for public sector employers who employ 250 or more staff and 4 April 2020 for private company or a charity who employ 250 or more staff.
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The Court of Appeal in Tiplady v City of Bradford Metropolitan District Council held that in order for the Employment Rights Act 1996 to apply, an employee must suffer a detriment in the field of employment in to bring a whistleblowing claim.
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Confidentiality clauses or non-disclosure agreements (NDAs) are provisions in a contract which seek to prohibit the disclosure of certain information /conduct and thus can serve has a useful and legitimate tool to protect the reputations of organisations / individuals.
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It’s that time of the year again where adverse weather could severely disrupt business continuity due to non-attendance of staff.
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