Initially, the government considered whether employees should have the right to work flexibly and remove the ability for an employer to refuse a flexible working request. However, they realised that this would not work in practice…
You will no doubt have heard in the news of various proposals to change employee rights and make changes to the way current rights work.
As part of the Government’s bid to support the labour market and help businesses ‘build back better’ from the COVID-19 pandemic, another change that has been announced is the introduction of a right to unpaid carers leave for a period of up to one week.
The government has recently announced its intention to introduce legislation to ensure that workers get to keep tips that are left for them by customers. A voluntary code of practice was introduced in October 2009 with the aim of encouraging employers to deal with such payments fairly..
With the end of furlough approaching, many businesses are having to think (if they haven’t already) about their plans going forward. Redundancies are one of the options that employers are having to consider, and we have had a number of enquiries from businesses across the UK who are exploring this.
A female employee recently won a tribunal claim against her employer because they refused to let her reduce her days of work or leave work early to pick up her child from nursery. The huge pay out was awarded after the Employment Tribunal held that the employer had indirectly discriminated…
The government has recently announced that covid vaccinations will become compulsory for those working in care homes from 11 November 2021. This includes those who are employed by the care home and contractors who attend care homes to carry out work, such as builders, plumbers, electricians.
What should you consider when employing someone with a long-term health condition? Employers will be aware that they cannot ask a potential employee if they have any medical conditions when conducting the recruitment process..
In the recent case of Accattatis v Fortuna Group (London) Ltd, an Employment Tribunal ruled that it was not unfair to dismiss an employee who raised concerns about commuting during lockdown..
The crux of the matter was that the employee was dismissed for gross misconduct because the Employer became aware that he was visiting his local social club whilst off sick. The Employment Tribunal held that the decision to dismiss him was unfair for the reasons set out below.
In the case of Ulloa v Pridegreen Limited, the London Central Employment Tribunal had to decide if the employee, Ms Ulloa was underpaid wages and holiday pay whilst on furlough.
