Publications

In the case of Bailey -v- Garden Court Chambers, an Employment Tribunal has found that Ms Bailey’s gender critical views, which included views about Stonewall’s campaigning on gender self-identity, were a protected belief under the Equality Act 2010.

Status is key in determining individual rights and protections and the new guidance aims to provide clarity to help both individuals know their rights and businesses understand their obligations.

In our October 2021 blog, we discussed the case of Kong v Gulf International Bank (UK) Limited. The Court of Appeal has now dismissed an appeal of the EAT decision by Ms Kong.

Workers faced with sweltering temperatures are likely asking the question: is it too hot to work?

In July 2022 the Employment Appeal Tribunal (‘EAT’) held, in the case of Mackereth v The Department for Work and Pensions, that a doctor had not been unlawfully discriminated against by being required to call service users by their preferred pronouns, but that his belief that people cannot change their gender or sex and his lack of belief in “transgenderism” were protected philosophical beliefs under the Equality Act 2010.  

In the face of the cost of living crisis there has been an increase in industrial action across multiple sectors, which seems set to continue and bring an extended period of disruption across the UK. The rail network was brought to a standstill in late June and further strike action is threatened in the rail, air, postal and healthcare sectors.

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.