Latest News within Employment Law
Furlough leave is a government scheme that will allow businesses to continue paying employees’ salary who would have otherwise have been made redundant. The government will reimburse 80% of employees’ employment costs for an initial term of 3 months from 1 March 2020. However, this period may be extended.
As the country continues to grapple with the evolving situation relating to the Covid-19 pandemic, many businesses and business owners are reacting in real time to the government advice relating to social distancing and non-essential travel.
When the first cases of the novel Coronavirus (COVID-19) were reported last month, it was widely assumed it would run its course relatively quickly, with a minimal number of people affected resulting in little impact on the UK economy.
Whilst the end of the calendar year can often prove busy from an operational perspective within many organisations spanning many sectors, for business owners and decision makers the period leading up to the financial year end is usually the most demanding.
No business owner likes to think about the things that can go wrong when running a company, but it is just as important to plan for such eventualities, as it is to plan for when things are going well. Arguably more so.
Redundancy is one such challenge that many organisations have to face at one point or another, but getting it wrong could cause more issues than had been anticipated, including potential employment tribunal proceedings.
As a working parent it can often feel like you overcome one obstacle only to be met with another. The start of the new school year brings with it the challenge of fitting the school run in to an already full working day. The average school day is between 9am until 3pm, give or take 15 minutes either side, which is shorter than the traditional 9-5 working day. Whilst wrap around school care is often available to cover the gap, this is not always a feasible or desired solution.
As an employer, you will know just how important the wellbeing of your staff can be, but it’s not always easy to implement. At a recent ‘Listen & Learn’ event in Chesterfield, Banner Jones Solicitors’ Employment Law team discussed the importance of having a wellbeing focus in the workplace and, in this article, Head of Employment Law, Katie Ash focusses on the methods of best practice when it comes to ensuring that strategies are all encompassing and effectively implemented.
Not keeping up to date with changes to Employment Law can put your business at risk, so from an employer’s perspective it is important to spend time understanding what the changes are so that you can ensure your business complies. That’s where we can help.
The ‘gig’ economy is characterised by the prevalence of short-term contracts or freelance work, as opposed to permanent jobs. Depending upon your viewpoint, it is either a positive working environment that offers a great deal of flexibility (for example, employment hours in the control of the individual) or it is a form of worker exploitation with very little protection (for example, lack of paid holidays, sickness benefit and so on).
For a new business the first year is all about survival, but what happens when your business is doing more than just surviving and is starting to flourish? As a business grows it is inevitable that the amount of time that needs to be invested to secure its future is too much for one person, particularly if that person is a working parent wanting to maintain a sensible work-life balance.
With an ageing population leading to a need for many people to work longer, coupled with the abolition of the compulsory retirement age, the average age of people leaving the workplace has increased steadily over the last two decades. In fact, the over 50s now make up over a third of the working population.
People often talk about how certain groups are under-represented within workforces, but what steps can an employer take to redress this? Director and Head of Employment Law at Banner Jones Solicitors, Katie Ash, discusses how employers can use a Positive Action approach to help these groups access employment or training as outlined in the Equality Act 2010
Last week 2 volunteer crewmen for Whitby RNLI were sacked over allegations of having pornographic images of a fellow crew member on a mug. The crewmen were long standing volunteers with one of them having over 15 years’ service. The crew members were suspended pending an investigation following which they were stood down. They appealed and contended that the decision was an overreaction to a joke that was taken out of context. Their appeals were dismissed and 4 colleagues have resigned in support.