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
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
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,
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,
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
