Innocent banter or workplace discrimination?
Workplace banter is driving a surge in claims against employers with research showing a 45 per cent rise in such claims between 2020 and 2021
Why businesses should embrace the Employment Bill changes
Workers’ rights have long since been protected by law… to an extent. However, in 2019 the Conservative government promised to introduce a unified Employment Bill which would hold British businesses accountable across the board.
Why the consultation period matters when making redundancies
Running a business can be challenging, and never more so than when decisions need to be made that potentially affect the lives and livelihoods of employees.
The Great Resignation – how to minimise disruption across your business
One of the most widely publicised phenomena caused by the pandemic is what has now become known as The Great Resignation.
According to a poll undertaken by recruiter Randstad UK in November of last year, almost 7 in every 10 employees (69%) said they felt confident to move to a new job within just a couple of months.
How to avoid an Employment Tribunal
The cost of defending Employment Tribunal cases can vary significantly and could cost your business anything from £10,000 to £50,000. Then if the claimant is successful, there will be the cost of compensation on top of this. The average award for an unfair dismissal case in the UK is a little under £7,000, with claims resulting from discrimination costing significantly more. Businesses also need to consider the hidden cost of employment law claims caused by the damage it can do to their reputation as an employer and as a business that clients and customers want to work with. Often this cost can be more damaging than the award itself.
What counts as bullying in the workplace?
Experiencing unfair treatment in the workplace can be distressing and can have an impact on your life both in and out of work. You may be worried about your financial situation if you leave, your performance at work, or suffer from low self-esteem. However, there are laws to protect employees from such treatment, but you must first understand what type of negative treatment you are experiencing under the law. In this article, we look at what bullying in the workplace is, and what you can do if you are a victim.
Menopause for thought – what do employers need to know?
Women make up a significant portion of the workforce, so it is hardly surprising that gender equality in the workplace has become an important topic in recent decades.
Employment Law: Age Discrimination in the Workplace
Age discrimination claims to employment tribunals have risen steeply since the pandemic, and a recent case has highlighted the challenge for employers using a mandatory retirement age.
Employee rights – Compulsory Vaccinations Update September 2021
From 11 November 2021, all care home workers and anyone entering a care home must be fully vaccinated, unless they are medically exempt under the Health and Social Care Act 2008 (Regulated Activities) (Amendment) (Coronavirus) Regulations 2021.
Compulsory vaccinations in the care sector
With the Covid-19 vaccine fast being rolled out across the country and all over 18’s to be offered a first dose by the end of June 2021, the Government has now mandated that all people working in elderly care MUST be vaccinated in order to continue to do this work. The new legislation, which is subject to Parliamentary approval, is expected to come into force from October.
An employer's guide to flexible working
Flexible working has been at the forefront of many businesses since the pandemic began, and for many it is now time to formalise a flexible working policy. This guide tells you how to handle flexible working requests but we can also assist with a policy if required.
Breastfeeding when returning to work: What’s the law?
For many women, returning to work after maternity leave can feel like a daunting prospect and one of the biggest sticking points is in relation to those who continue to breastfeed or express milk once their maternity leave has ended.
Here, Banner Jones’ Head of Employment law, Katie Ash, looks at the state of current legislation here in the UK.
Returning to work after maternity
Handling an employee’s return to work after maternity leave can feel like a bit of a minefield to most employers. Added to this is the risk of expensive pregnancy and maternity related discrimination claims as well as possible sex discrimination and constructive dismissal claims if they get things wrong.
Supreme Court rules sleep-in shift workers not eligible for National Minimum Wage
To the dismay of employees, but a decision arguably welcomed by employers, the Supreme Court has recently ruled in cases Royal Mencap Society v Tomlinson-Blake and Shannon v Rampersad and another (T/A Clifton House Residential Home) that sleep-in shift workers are not ‘working’ when they are asleep. This in turn means that care workers should only be paid the National Minimum Wage hourly rate on sleep-in shifts when they are awake for the purposes of actively working.
Gender Pay Gap Reporting: Your Questions Answered
Over time, the gap between women’s and men’s median hourly earnings has been narrowing. In fact, according to the Office for National Statistics (ONS) it has fallen by over a quarter among full-time employees in the last decade.
How to calculate holiday pay in 2021: an update on legislative changes
For many businesses, calculating holiday pay is a straight-forward process. Employers are, within the parameters of the law, able to dictate how many annual leave days or hours a staff member is entitled to.
The Uber Ruling and the future for the Gig Economy.
On the 20th February 2021, the Supreme Court handed down its Judgment in the long awaited Uber case (Uber BV and Others v Aslam and Others). All six Judges unanimously ruled that the Uber drivers were workers, not self-employed contractors and as a result were entitled to basic employment rights like National Minimum Wage, holiday pay and sick pay.