The plan offers practical guidance for employers on managing employment law matters, with a focus on issues such as sexual harassment and discrimination.
The Employment Appeal Tribunal ("EAT") has found that a claimant's part-time status must be the "sole reason" for less favourable treatment for there to be a breach of the Part-time Workers Regulations.
We recently reported on the upcoming new mandatory duty to take reasonable steps to prevent sexual harassment in the workplace, which is due to come into force on 26 October 2024.
The duty to take reasonable steps to prevent sexual harassment in the workplace will come into force on 26 October 2024. The EHRC has now launched a consultation in advance of updating its technical guidance on the new duty.
In a first instance decision, the Tribunal has found that an employer was wrong to withdraw a job offer without giving the applicant an opportunity to explain himself and offer reassurances.
This week the King's Speech took place on Wednesday. Whilst it did not include any surprise employment law announcements, it has provided an insight into the Government's immediate plans.
The statutory Code of Practice has come into force on 18 July 2024 as planned, despite the Labour Government's continued plans to introduce legal reform in this area.
Following Labour's success in last week's general election, we are now in a transitional period, where anticipated wide-ranging legal reform is yet to be announced.
The Employment Appeal Tribunal (EAT) has held that time spent travelling from home to their assignment is not constitute 'time work' and does not attract National Minimum Wage.
From 26 October 2024, employers will be under a new legal duty to take reasonable steps to prevent the sexual harassment of staff at work. Gareth Edwards takes a closer look at the background of the new law and what it will mean in practice.
In a recent decision, the High Court has confirmed a point of law that was previously unclear, confirming that trade unions have the necessary standing to sue for defamation.
The Employment Appeal Tribunal (EAT) has found that the Tribunal adopted incorrect reasoning in a claim relating to pregnancy discrimination by reason of redundancy.
The Employment Appeal Tribunal (EAT) has confirmed that the refusal to allow circuit-judges to remain in an older, more favourable pension scheme, was not discriminatory on the grounds of part-time working.
We have woken up today to the news that Labour has won the general election by a landslide. The new government is likely to make significant employment law changes.
