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The case of Prestwick Care v Secretary of State for the Home Department serves to remind employers of the compliance conditions they need to meet when sponsoring overseas staff.
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As employers continue to struggle with flexible working requests, the case of Wilson v FCA 2023 emphasises the importance of having clear policies and procedures in place.
Read moreThe recent case of Leaney v Loughborough University 2023 serves to remind employers of their duty to concentrate on what employees do to affirm their contract – rather than what they omitted to do. Leaney v Loughborough University 2023 – The Background In this case, the staff member in question ha…
Read moreZero hour contracts can often have different meanings, but – in general terms, they are casual arrangements between the parties where there are no guaranteed working hours, no obligation on the business to provide any hours, and no obligation on part of a person to accept the hours offered. Arrangem…
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Under the Health and Safety at Work Act 1974, all employers are under a statutory obligation to take reasonable steps to safeguard against the risk of fire. More specifically, the Regulatory Reform (Fire Safety) Order 2005 applies to virtually all premises. Employers are required to undertake a suit…
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The HSE recently started an Asbestos Awareness campaign to help raise awareness of the use of asbestos. It is aimed at those who have responsibility for the maintenance of buildings.
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A recent decision from the EAT reminds employers that - where there is a failure to follow the ACAS Code, this can result in considerably higher damages against the employer.
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Employers are reminded to seek professional guidance when facing gender reassignment situations to avoid any immediate or long-term employment claims.
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Employers must ensure they have an inclusion and diversity policy in place, and that they do not favour staff who express concerns over another employee's beliefs.
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HSE recently published a list of the top ten HS prosecutions of 2023. These fines demonstrate the serious financial consequences of health and safety breaches on employers.
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Several employment law bills were given Royal Assent in 2023 - with many of them coming into force in 2024. Here is what you should be preparing for.
Read moreFollowing publication of their annual statistics– which highlighted an increase in work-related stress, the HSE has launched a new online tool as part of its Working Minds campaign.
Read moreWhen bonus clawbacks are interpreted as undue interference in preventing employees from earning money elsewhere, it could be regarded a restraint of trade - and thus, unenforceable.
Read moreThe CEBR has suggested around 7,000 UK businesses are likely to go insolvent every quarter in 2024. Employers may look at restructuring to avoid going under, but this has consequences.
Read moreThe HSE recently published its annual report on the number of fatalities, incidents, and cases of work-related ill-health. Employers should take heed and implement foolproof H&S systems.
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Recent research briefing documents published by the House of Commons explain how the cost of living is impacting the UK, and what the government’s support measures are.
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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.
Read moreThe Answer No – under new legislation expected to come into effect in October 2024, employers will be legally obliged to ensure that ALL customer tips and gratuities – whether paid in cash, debit, or credit card, are passed on and distributed to staff without deductions. As such, it will be unlawfu…
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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.
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