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The legal requirement to self-isolate for those who test positive for Covid-19 and unvaccinated close contacts of positive cases is expected to end in England by 24th March 2022 or sooner. However, to protect residents and to minimise transmission to other staff, employers in the care home sector reportedly intend to continue to require workers…
[ READ MORE ] from Care sector employers planning to maintain Covid-19 restrictions
Speaking in the House of Commons, Boris Johnson said: ‘From now on, the Government is no longer asking people to work from home….People should now speak to their employers about arrangements for returning to the office and, having looked at the data carefully, the Cabinet concluded that once regulations lapse the Government will no longer…
[ READ MORE ] from Government ends working from home guidance
Usefully, the Chartered Institute of Personnel and Development (‘CIPD’) has published practical guidance on hybrid working. CIPD: Hybrid Working Practical Guidance (3 December 2021) The guidance suggests that you: define hybrid working in your business consider your strategic goals decide how to effectively recruit and manage hybrid workers ensure that your hybrid working policies and…
It is a criminal offence for an employer knowingly to employ an individual who does not have permission to work in the UK, or whom it has reasonable cause to believe does not have permission to work in the UK. By carrying out right to work checks, and follow-up checks where required, employers may have…
[ READ MORE ] from Permanent digital system for the right to work checks from April
Not in this case. In X v Y, the tribunal had to decide if an employee’s fear that she might catch Covid-19 and needed to take steps to protect herself and others, amounted to a protected belief under the Equality Act 2010. The law Section 10 of the Equality Act protects employees who suffer discrimination…
[ READ MORE ] from Is the fear of contracting Covid-19 a protected belief?
The working world has changed. We see stringent health and safety measures, a digital toolbox to connect to clients and colleagues alongside a greater emphasis on balancing living and working. There are other changes, including the nature of our conversations at work. Previously office-based, many of us are no longer physically attached to a workplace….
According to the Office for National Statistics (ONS), there were 1.17 million job vacancies in October 2021: 400,000 more than before the pandemic. Post-furlough redundancies have done little to fill the gap. To entice candidates, employers are offering more money, better training and greater flexibility. Starting salaries for both permanent and temporary positions have risen…
According to the Office for National Statistics (ONS), there were 1.17 million job vacancies in October 2021: 400,000 more than before the pandemic. Post-furlough redundancies have done little to fill the gap. To entice candidates, employers are offering more money, better training and greater flexibility. Starting salaries for both permanent and temporary positions have risen…
A colleague has said that all employees should be told to provide their personal gender pronouns (PGPs) on work emails as this will help to avoid mistakes, misunderstandings, and discrimination claims. Can you require this? You can but you shouldn’t. People are entitled to keep this personal information private, so forcing them to disclose their…
[ READ MORE ] from Personal gender pronouns in the workplace
An employee has resigned and told you they’re not working their contractual notice. What can you do? Breach of contract Technically, this situation would amount to a breach of contract – although the breach would only occur at the point the employee failed to turn up during their notice period. Before that, it’s merely an…
Good-natured teasing or ‘banter’ at work can create camaraderie between colleagues and help to release pressure if the nature of the work is stressful or the workload is higher than usual. But, when it goes wrong, it can lead to claims of harassment and discrimination that damage the reputation of your business and result in…
[ READ MORE ] from Where is the line between banter and discrimination?
In Kostal UK Ltd v Dunkley and others, the Supreme Court held that the employer had offered unlawful inducements when it made two pay offers directly to Unite members while the collective bargaining process was continuing. Facts Kostal recognised the trade union, Unite, for collective bargaining purposes. Under the recognition agreement, the parties agreed to…
[ READ MORE ] from Supreme Court rules that direct pay offers to workers were unlawful
