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Mills & Reeve system for employees.
An employment tribunal has recently concluded that a non-binary claimant did not have the protected characteristic of gender-reassignment. This ruling contrasts with a 2020 judgment from a different tribunal panel which reached the opposite conclusion.
Yesterday, the Government announced that it had backed down on its plan to introduce Day 1 unfair dismissal rights. This comes following significant push back from the House of Lords in parliamentary debate and discussions with key business stakeholders.
A recent ruling illustrates why it is often necessary to weigh the merits of different options when it comes to deciding how to manage disciplinary procedures fairly.
Earlier this week (17 November) the House of Lords again rejected amendments which the Commons reinstated in the Bill earlier this month, potentially delaying the Government’s implementation timetable.
The High Court has ruled that a non-compete clause imposed on a relatively junior clothing salesman was not enforceable. It is relatively rare for disputes about restraint of trade to reach a final hearing.
Last night (5 November) the House of Commons rejected the latest Lords’ amendments to the Bill). However, they have made some concessions, in the hope of persuading the Lords to back down when the Bill returns to them for the third time.
Today, 5th November, employment lawyers are watching Parliament with bated breath as the House of Commons considers the latest amendments to the landmark Employment Rights Bill.
On 28th October, the House of Lords declined to accept all the amendments to the Bill passed in the Commons last month. That means that the Bill failed to complete the final step in the Parliamentary process, and "ping pong" continues.
The Government has launched four new consultations on the implementation of the Employment Rights Bill. They relate to the following new rights: the duty to inform workers of the right to join a trade union, workplace access rights for trade unions, enhanced dismissal protections for pregnant women and new mothers, and leave for bereavement including pregnancy loss.
This World Menopause Day marks a turning point. Parliament is on the cusp of passing landmark legislation which, for the first time, formally recognises the impact of menopause in the workplace—and the responsibility employers have to support those affected.
Effective from 1 October, new legislation restricts the use of confidentiality and non-disclosure agreements in cases involving victims of crime. Employers and organisations must ensure that any agreements entered into from this date comply with the updated legal requirements.
On 15 September, the House of Commons reviewed the Lords’ proposed changes to the Employment Rights Bill. As anticipated, all non-Government amendments were rejected primarily because they conflicted with Labour’s manifesto pledges on employment rights.