D-BRIEF – Employment & Pensions Blog: The four-day working week – considerations for employers

The pandemic has changed the working world and influenced working practices. Last week, the UK’s largest four-day working week trial commenced, with more than 3,300 workers from 70 companies taking part. Unlike part-time working, where employees work less hours for reduced pay, the ‘4 Day Week Campaign’ will see employees work 80% of their usual hours for the same pay, with an expectation to maintain the same productivity and output levels that would be achieved over five days.

D-BRIEF – Employment & Pensions Blog: Changes to fit notes

From 1 July 2022, a wider range of healthcare professionals will be able to sign people off sick from work including registered nurses, occupational therapists, pharmacists and physiotherapists. It is hoped that the change will reduce GPs workloads and is part of the government’s plan to deliver an extra 50 million GP appointments a year by 2024.

D-BRIEF – Employment & Pensions Blog: What to do when threatened with industrial action

Londoners returning to work after the long jubilee weekend were disrupted by tube strikes this week and further travel disruption is expected over the summer with both national rail and airline staff threatening industrial action.  Industrial action often stems from disputes over pay and/or job security, issues which are likely to be heightened as households begin to feel the pinch of the cost of living crisis. This article considers steps that an employer can take should it find itself in a position of industrial action being threatened.   

D-BRIEF – Employment & Pensions Blog: The Perils of Online Activity – a lesson to be learnt from MP Neil Parish

This week, Former Conservative MP Neil Parish, offered his formal resignation after admitting to watching pornography on two occasions whilst sitting in the House of Commons. This article highlights the issues that arise in respect of inappropriate online activities and the steps employers should take to prevent such conduct, and deal with any resulting disciplinary proceedings and/or claims.

D-BRIEF – Employment & Pensions Blog: The Importance of the PCP and the Comparison Pool in Indirect Discrimination Claims

The Employment Appeal Tribunal in the recent case of Allen v Primark Stores Ltd has confirmed that where an employee is claiming indirect discrimination on the basis of a provision, criterion or practice (‘PCP’), in determining whether the employee has been placed at a substantial disadvantage the pool of employees for comparison purposes must relate to the precise PCP issued by the employer.

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