There are many claims that an employee may not bring until they have been employed for at least 2 years (known as the Qualifying Period). These claims include some of those most commonly advanced by employees, including most unfair dismissal and constructive dismissal claims.

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The Government has introduced a new scheme (the Job Support Scheme) to replace the Coronavirus Job Retention Scheme which ends on 31 October 2020. The Job Support Scheme is designed to assist businesses that are facing decreased demand due to the circumstances surrounding the Covid-19 pandemic.

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Can an employer whose whistleblowing employee wages a media campaign against them respond robustly without incurring liability under whistleblowing legislation?

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A Settlement agreement (formerly known as a compromise agreement) is a legally binding agreement between an employee and their employer by which the parties compromise an employee’s contractual and/or statutory claims. Settlement agreements are most commonly entered into on termination of employment, although they can be used where employment is continuing.

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Many companies have taken advantage of the UK Government’s Furlough Scheme following the COVID-19 outbreak to help ease financial pressures, after being forced to close or seeing their operations severely reduced.

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The government has advised all employees to work from home unless it is not possible to do so. As a result, many businesses’ entire workforce is now based at home. The drastic change to working practices throws up a number of challenges. In this note, we focus on the health & safety implications.

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An employee who is absent from work for a period of four or more days in a row, including weekends and holidays, is entitled to receive statutory sick pay (SSP) from their employer.

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Isolation notes have been introduced by the government to enable employees to evidence their inability to work as a result of self-isolation due to coronavirus

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On 17 March 2020 the Chief Secretary to the Treasury, Steve Barclay, announced that the proposed extension to the Off Payroll Working Rules (IR35) would be postponed by 12 months to April 2021 while businesses cope with the Covid-19 pandemic.

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The ‘Off-Payroll Working Rules’ (the Rules) that currently apply to the public sector are to be extended to medium-to-large private sector organisations from 6 April 2020.

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We look at recent Employment Tribunal proceedings against Tesco for disability discrimination and harassment.

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We discuss the law changes which come into force this year announced by the government including holiday pay, statement of terms and parental bereavement leave.

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