Employment law is constantly changing, both in terms of legislation and when new case law develops. We can advise you of significant developments when they occur, summarising what you need to know in our clear, user-friendly email updates. As always, we will be focused on how the law will affect your workplace in practice, so that you can be best equipped to deal with any changes.
In our February ebulletin, we reported that the Bribery Act 2010 was due to come into force on 6 April 2011, but had been delayed. It will now come into force on 1 July 2011, with guidance notes and a quick start guide to assist employers understand their obligations. Announcing the guidance for the... read more »
Although it had been intended for some time that the right to request flexible working would be extended to cover parents and carers of all children under 18 from 6 April 2011, the Government announced on 18 March 2011 that this change would not be brought in after all. The change would only have... read more »
After considerable confusion caused by the Government issuing a set of transitional provisions which meant that employees already over 65 could no longer be retired, whereas those reaching 65 between April and September could be, a revised draft of the transitional provisions was issued on 1 March 2011. These come into force on... read more »
The new rights to paternity leave have already begun, for some – they apply to parents of babies due on or after 3 April 2011, regardless of when the baby is born. The extension of paternity leave to a maximum of 6 months has attracted a lot of media coverage, but it is... read more »
The recent story of an employee who was paid £2,000,000 instead of his usual salary of £2,000 may be extreme, but overpayments of wages or expenses are by no means unusual. Overpayments can result from many different situations, but often they are a genuine error on the part of the employer. So what... read more »
Of course, it is impossible for an employer to keep a tab on the actions of every one of its employees and what’s happening in the workplace all day, every day. Yet, where an employee behaves inappropriately and such behaviour might give rise to a discrimination claim, the employer can be held responsible... read more »
From 1 February 2011 the statutory maximum amount of a week’s pay for calculating redundancy pay and the basic award for unfair dismissal increases from £380 to £400. The maximum statutory redundancy pay will therefore increase to £12,000 for an older worker with 20 years’ service or more. The maximum compensatory award in most... read more »