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)
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
We hope you are all well and looking forward to Easter Weekend. Is it really almost April! April also marks the start of the employment law changes we have been helping our GMA HR clients to prepare for since the beginning of this year. We’ve worked on the changes to your handbook policies, and we
A very Happy New Year to you all from all of us at Greig Melville Associates Limited! Looking back, I think that if the pandemic has taught us anything, it is that as employers, we have learned to be agile; we’ve surprised ourselves with our capacity to change our traditional thinking as leaders. We’ve embraced
Key Changes to the Law Following two consultations which took place earlier in the year in which holiday entitlement and pay calculations were discussed, the Government has now published its response. This means that they have now laid out the proposals for key changes to the law on holiday pay and working time regulations which
How many of us have seen our work-life balance take a dive in the last three or so years and an upsurge in our mental and physical health issues, decreased productivity, and constant stress? Quite a few, I think! No one in the workplace is immune from this issue, and if we are unable to
We have been noticing a growing trend with employees who have disengaged with their employers doing a disappearing act – simply not turning up for work and being uncontactable - which is incredibly frustrating, disruptive, and time-consuming for management. It so happened that one of our regular HR publications popped into our inbox yesterday, highlighting
After a couple of quiet years in the field of Employment Law, 2022 has seen a number of changes to regulations – as summarised below: 9 May 2022 – Ban on Exclusivity Clauses The government has announced that it will extend the ban on exclusivity clauses currently in place for those on zero hours contracts to workers
Talent shortages could worsen as only 3.5 per cent of UK employers have sponsor licence, according to recent data Only a small minority of UK employers currently hold a licence to sponsor EU or non-EU workers, despite skills shortages, data shows. Analysis of Office for National Statistics data by Migrate UK found that while unemployment had
Safeguarding Psychological Health Claims for mental health issues arising out of employment – collectively known as ’occupational stress claims’ although covering a wide variety of potential causes such as overwork, lack of support and bullying – are not new. They are, however, on the increase and as employers, it is wise to be alive to
