Employee Contracts

Neonatal & Pregnancy Loss

By |2025-02-05T14:09:52+00:00February 5th, 2025|Employee Contracts, Employment Law and Regulation, Leadership, Wellbeing|

Currently, parents of newborn babies requiring neonatal care have only the standard types of statutory family-related leave to rely on, including maternity, paternity and so on. However, that’s set to change when the Neonatal Care (Leave and Pay) Act 2023 comes into force, which is likely to be in April this year. In the absence

New Employment Rights Bill: Zero Hours Contracts

By |2025-02-05T14:37:52+00:00January 16th, 2025|Employee Contracts, Employment Law and Regulation, Leadership, Wellbeing|

What is Changing? The proposal under the New Employment Rights Bill (NERB) is to ban the use of ‘exploitative’ zero-hours contracts and replace such contracts with a new right for employees to have a contract that reflects the hours regularly worked (in a 12-week reference period). The legislation will also apply to workers on low-hours

Legislative Round Up

By |2025-01-13T11:04:38+00:00January 13th, 2025|Employee Contracts, Employment Law and Regulation, Leadership, Wellbeing|

With 2024 having ended, we thought it would be useful to reflect on some of the key legislative changes extracted from the CIPD’s ‘People Management’ publication that will shape people strategies and workplace culture this year. Flexible Working Legislation (implemented) The government announced new flexible working regulations which came into effect on 6 April 2024,

New Employment Rights Bill – an update

By |2024-12-05T14:35:49+00:00December 2nd, 2024|Employee Contracts, Employment Law and Regulation, Leadership, Wellbeing|

An Amendment Paper on the new Employment Rights Bill (numbering no fewer than 53 pages!) has been tabled. The key proposed changes from the Government include: Extending the time limit for bringing all tribunal claims from 3 months to 6 months. This is a big change, and it was missed out of the original Bill,

Worker Protection Act: how should employers prepare?

By |2024-08-29T11:05:16+01:00August 29th, 2024|Employee Contracts, Employment Law and Regulation|

From October, new legislation will require businesses to take ‘reasonable’ steps to protect their employees from sexual harassment at work. Employers will have a duty to take ‘reasonable steps’ to prevent sexual harassment of their employees, under new legislation expected to come into force on 26 October.  Under the Worker Protection (Amendment of Equality Act 2010)

UK General Election: Legislation Update

By |2024-05-30T11:30:42+01:00May 30th, 2024|Employee Contracts, Employment Law and Regulation|

As you will all be aware, Prime Minister Rishi Sunak has announced a snap election for 4 July 2024, putting to bed months of speculation surrounding the future of the current UK Government. Legislation The election has called into question the status of legislation currently going through parliament, and what this means for the future

The Queen’s Platinum Jubilee & Related Holiday Requests

By |2022-05-10T16:05:34+01:00May 10th, 2022|Employee Contracts, Employment Law and Regulation|

The Queen’s Platinum Jubilee & Related Holiday Requests As part of the celebration of the Queen's Platinum Jubilee, the late May bank holiday will be moved to Thursday 2 June 2022, with an additional one on Friday 3 June 2022. This change may have practical and contractual implications, and it is vital that employers

Cost of living issues and pay rises

By |2022-03-10T21:17:05+00:00March 10th, 2022|Employee Contracts, Employment Law and Regulation|

The post-pandemic economic climate promises to be a difficult one for employees and businesses across the board, with the cost of living rising dramatically. The latest inflation figures are at 5.5 per cent, with the cost of many things – including energy – rising dramatically, yet annualised wage growth sitting at just 4.2 per

Challenges facing employers in 2022

By |2022-02-24T11:57:00+00:00February 24th, 2022|Employee Contracts, Employment Law and Regulation|

New research has found that almost one in three workers say they feel unvalued at work despite the fact that staff retention is one of the biggest challenges facing employers in 2022. Lack of recognition at work is causing many employees to consider handing in their notice, according to new research by Adler. The findings come as

Redundancy Appeals: Brexit & Recruitment

By |2022-01-26T12:46:20+00:00November 24th, 2021|Employee Contracts|

Redundancy Appeals Process While redundancy is a potentially fair reason for dismissal, as an employer you will need to also show that a fair procedure has been followed. This may in some circumstances involve a pooling and selection process. It will always be expected that an employer should, as a minimum, provide advance warning

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