Furlough ends soon. The end of the scheme means that if you have any staff who are currently on furlough or flexibly furloughed you will need to make a decision about what will happen to them from the 1st October 2021 as the top up of pay for periods of furlough will no longer be available.
The government has recently announced that covid vaccinations will become compulsory for those working in and those attending care homes from 11 November 2021. Changes to the law will mean that those working in care homes that are regulated by the Quality Care Commission must be double-vaccinated.
We have recently received a lot of enquiries from employees or former employees, who consider they have been treated so poorly by their employer/former employer that they may be able to claim constructive dismissal. However, many people are unsure about what constructive unfair dismissal is …
“Bring your pet to work” day – would you have one in your business? At first sight this may seem like a completely bonkers idea but what better way, you may say, to bring a bit of joy and laughter into the workplace than opening your doors once a year to all creatures great and small?
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.
In a recent tribunal case, a Tribunal decided that it was age discrimination when an employee was referred to as a grandmother at work. So how did a car review referring to “comfy wheels for a grandmother” steer an employer into the path of a Tribunal claim.
A remedy hearing is a hearing listed specifically to discuss the amount of compensation that should be awarded to an individual who has won their claim. The Judge will give directions on how to prepare together with when the hearing has been listed and for how long.
An NHS community nurse has recently won her appeal in the Employment Appeal Tribunal in what is being described as a landmark ruling for working mothers. Mrs Dobson was dismissed by North Cumbria NHS Trust when she was unable to meet a requirement to work at weekends because of childcare issues
I recently had an enquiry from an employer who was concerned about the potential repercussions on the Company, if their new employee breached the terms of the Restrictive Covenants contained in their employment contract for their former employer.
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.