In a recent case before the Employment Appeal Tribunal (EAT), it was held that when considering a claim for constructive dismissal, a fundamental breach of contract can be found even where an employer’s actions do not indicate an intention to end the employment relationship.
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.
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.
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.
Tesco announced last week that they are trialling in-store office space providing desks, co-working areas and meeting rooms in an aim to allow workers access to local working spaces rather than having to commute to city centre offices. This novel scheme is in response to research conducted by Tesco, which found that 72% of workers prefer flexible working.
The Office for National Statistics (ONS) has reported that 1.8 million people in the UK are suffering the effects of long COVID. Last year, we published an article following ACAS guidance on long COVID and the Equality and Human Rights Commission (EHRC) has recently released a statement suggesting that long COVID may amount to a disability.
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.
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.
The Home Office is seeking to digitalise UK Right to Work (‘RTW’) checks and employers will have to get their heads around further changes which came into effect on 6 April 2022.
The Employment Appeal Tribunal (‘EAT’) has recently overturned a decision of the Employment Tribunal (‘ET’) which struck out a claim for unfair dismissal brought by an employee who was voluntarily redundant. The case emphasises that employers may still face liability for unfair dismissal, even where an employee has requested voluntary redundancy.