With recent research showing that staff turnover rates are continuing to rise, should employers be concerned about the retention of their staff moving forward?
Employers remain bound by their duties to consult the workforce when going into liquidation or administration. The case discussed below looks at when the 'special circumstances' exemption might apply.
Five million people in the UK provide unpaid care, almost half of whom are also in work. It is likely that, given the UK's ageing population, the number of people providing unpaid care will increase.
In a recent case, a charity's recruitment policy, which required applicants to refrain from 'homosexual behaviour', was ruled as discriminatory - but when can charities justify treating individuals differently?
Oxford University enforces a contractual retirement age, requiring employees to retire before their 69th birthday. However, recent discrimination claims have challenged whether this policy is justified or legitimate.
With the Government announcing a new consultation into flexible working practices, employers may need to adapt their position towards accommodating their employees' needs.
The Government has confirmed that new legislation will be introduced to ensure that all tips go to workers after research revealed that many businesses that add a discretionary service charge onto customer’s bills do not pass them onto staff.
The Home Office has announced plans to issue 5,000 temporary visas to HGV drivers and a further 5,500 for poultry workers to address critical labour shortages in the haulage and food processing industries.
A recent case has highlighted that when determining the reason for dismissal, only in very rare circumstances will the motives of anyone but the decision maker be attributed to the employer.
An instruction to breach the Working Time Regulations can amount to an automatic unfair dismissal, even when an employee does not actually work the shift they were instructed to perform.
The COVID-19 SSP Rebate Scheme was introduced to allow eligible employers with fewer than 250 employees to apply to HMRC for reimbursement of statutory sick pay (SSP) for employees' sickness absences resulting from COVID-19.
In Follows v Nationwide Building Society, an employment tribunal (ET) upheld a claim of indirect associative discrimination on the grounds of disability.
We discuss two non-binding employment tribunal decisions concerning measures to protect pregnant workers during the pandemic and the dismissal of an employee who refuses to obey a management instruction due to COVID-related risks be automatically unfair.
