Publications

Although social media has become an invaluable tool over the last decade for many businesses, for promoting a business, sharing ideas and creating opportunities, it has also become a platform for individuals to express their ideas, feelings and interests.

Pimlico Plumbers hit the headlines last week following the announcement that the company will not be offering jobs to individuals who have not been vaccinated against COVID-19 and will be drafting new employment contracts for its workforce to include a vaccine requirement.

Last month, the Government Equalities Office published its annual report of the results of research from 2019 into employers' understanding of the gender pay gap and their experiences of complying with the applicable regulations.

The announcement this week that the NHS has begun the largest mass vaccination campaign in its history in relation to the approved COVID-19 vaccine is welcome news to many.

In this blog, we look at the impact of legislation passed this week in relation to criminal records checking and at what else the Government is proposing in this area.

On 5 November 2020, the Government announced that it would be extending the Coronavirus Job Retention Scheme (CJRS), which was due to end on 31 October 2020, until 31 March 2021.

Whistleblowing charity Protect has published a report analysing over 600 calls received on its advice line between March and September 2020.

The Government announced new national restrictions in England from 5 November 2020 until 2 December 2020 and in response to the financial implications of that, confirmed the extension of the Coronavirus Job Retention Scheme (the Extended CJRS). The Government has since announced that the Extended CJRS will remain open until 31 March 2021.

The Employment Appeal Tribunal has held that a senior NHS manager was indirectly discriminated on the grounds of her age as she was not able to secure two promotions because she was not a member of the Respondent’s ‘talent pool’.

Last week, the ICO published new detailed guidance on how organisations should handle data subject access requests.

The Chartered Institute of Personnel and Development and the Equality and Human Rights Commission have recently published 'Managing and supporting employees experiencing domestic abuse: a guide for employers'.

Last month an Employment Tribunal held that the philosophical beliefs of an employee that gender cannot be fluid and that an individual cannot change their biological sex or gender were protected beliefs under the Equality Act 2010.