A significant proportion of UK employment law comes from the EU. A number of worker protections, such as rules around discrimination rights, collective consultation obligations and duties to agency workers have been incorporated into UK law.
With the UK now having officially withdrawn from the European Union and no longer being subject to the supremacy of EU Law, a number of news institutions reported last week on supposed government plans to shake-up workers’ rights.
Dr Elaine Heslop yesterday (7 January 2021) secured a significant Employment Tribunal victory against her former employer Oxford Saïd Business School.
Following this week’s announcement of the most recent lockdown, employers and workers alike have raised important questions around the practical implications of the school closures. Our Employment & HR team explore the most pertinent issues.
The Government has updated its guidance for the Coronavirus Job Retention Scheme (CJRS). Most of it remains unchanged but the update does provide some important clarifications about the elements of the scheme which might change in forthcoming months.
“Financial services will be essential to our economic recovery from coronavirus, creating jobs and growth right across our country.”
The Government has announced today that the Coronavirus Job Retention Scheme (CJRS), otherwise known as the furlough scheme, will be extended until the end of March 2021.
As the Chancellor sets out the next stage of the economic response to the ongoing coronavirus pandemic, our Employment & HR experts offer a first look at the measures and what they might mean for employers and employees.
There was a wave of activity in the lead up to GDPR becoming law in the UK on 25 May 2018. Employers were frantically data mapping, reviewing their policies and preparing privacy notices. This was followed by a significant increase in data subject access requests from employees who became very aware of their data rights and began using them.
Malcolm Gregory explains what you need to know about today’s (31 July) change to statutory redundancy and notice pay.
While care must be taken when using sickness as a redundancy selection criterion, press reports suggesting that this is unlawful are overstated.
Join RWK Goodman’s London Employment & HR team to discuss the important decisions to be made as businesses look at negotiating their way through the next phase of the Covid-19 pandemic.
John Nevin from our Employment team explains what has changed with the Coronavirus Job Retention Scheme (CJRS) and gives some practical guidance for employers to consider.