Publications

An Employment Tribunal has recently ruled that an employee had been fairly dismissed when he failed to attend his workplace due to Covid-19 concerns.

A poll carried out by the GMB union has found that 76% of the British public think that employer “fire and rehire” tactics should be banned.

This article reviews the cases of K v L and Leach v The Office of Communications and considers the impact these cases have on an employer’s ability to dismiss employees to protect against reputational damage.

We highlight two key changes to right to work checks, which will come into effect in the coming months.

In our new Employment & Pensions Blog, we look to answer the question of when do employees have a right to disconnect from their professional lives?

In our new article, we discuss the developments of Covid-19 guidelines as we progress along the roadmap and what this means for employers.

In our new article, we discuss the legislative changes that have been implemented upon the dawning of a new tax year, and what employers need to know.

The Government has announced that more than 3.79 million clinically extremely vulnerable people in England will now be informed that they are no longer advised to shield from 1 April 2021.

The enforcement of gender pay gap reporting was suspended in 2020 as a result of the unprecedented times we found ourselves in due to COVID-19, meaning there was no expectation on employers to report their data.

In our new article, we provide an overview of the report and discuss the recommendations it suggests in ensuring LGBT+ inclusion in the workplace.

Last August, we reported that the Government had published the draft Restriction of Public Sector Exit Payments Regulations 2020 (the Regulations) introducing the long-awaited £95,000 cap on public sector exit payments.

Where an employee has committed an act of discrimination, harassment or victimisation against a colleague, an employer will not necessarily be liable if they can show that they have taken all reasonable steps to prevent the employee from committing a discriminatory act or committing that type of discriminatory act.