The Government has just issued a consultation paper on re-introducing fees for claimants wanting to bring employment tribunal claims or appeals to the EAT.

An employer was not required to allow their employee work entirely from home. The employee in this recent case worked for the Financial Conduct Authority and, during the pandemic, had worked entirely from home.  When pandemic restrictions eased the FCA decided on a policy of staff working two days a week in the office.

The draft Paternity Leave (Amendment) Regulations 2024, which are proposed to come into force in March 2024, have been laid before Parliament.

The Worker Protection (Amendment of Equality Act 2010) Act 2023, which received royal assent a few weeks ago and will come into effect in Autumn 2024, signals a major shift in sexual harassment laws, with very new responsibilities for employers.

There is a whole raft of new employment laws due to hit the statute books in April 2024 making next year very interesting (dare we say exciting!) for those of us who are involved with advising people teams. 

McDonald's UK boss has admitted the fast-food chain is receiving between one or two sexual harassment claims a week following a BBC investigation.

The Government has published its response to the consultation ‘Retained EU Employment Law’.

The Worker Protection (Amendment of Equality Act 2010) Bill, received Royal Assent on 26 October 2023, becoming the Worker Protection (Amendment of Equality Act 2010) Act 2023.

Acas is launching their ‘Flex at Work’ campaign in preparation for the new flexible working law in 2024 and their upcoming updated guidance and Code of Practice on handling request for flexible working.

We're thrilled to announce that Starford has been shortlisted for a prestigious Law Society Award, the highest accolade for law firms in England and Wales.

We're thrilled to announce that Starford Legal HR has been shortlisted for a prestigious Personnel Today Award in the HR Consultancy of the Year category.

In April 2021, Channel 4 launched what is thought to be the world's first Pregnancy Loss Policy to support employees experiencing different forms of pregnancy loss including abortion, miscarriage and stillbirth. The policy, which will benefit both male and female employees, is part of Channel 4's initiative to end the stigma around women's health and counter taboos in the workplace, making them more visible.

New Furlough Treasury Direction has been issued, here are the headline points:

HMRC has updated its guidance to state that employers can (not must) furlough employees whose health has been affected by coronavirus (COVID-19) or any other conditions, including if they are unable to work from home.

The Department for Business, Energy and Industrial Strategy has issued a consultation paper on measures to reform post-termination restrictive covenants.

The HMRC Guidance for the Coronavirus Job Retention Scheme was released yesterday evening and there are a number of deadlines in the Guidance to be immediately aware of.

“An Act to make it unlawful to discriminate against disabled persons in connection with employment, the provision of goods, facilities and services or the disposal or management of premises; to make provision about the employment of disabled persons; and to establish a National Disability Council.”

The Chancellor, Rishi Sunak, has announced that the Coronavirus Job Retention Scheme (also known as the furlough scheme) will remain open until 31 March 2021. For claim periods running to January 2021, employees will receive 80% of their usual salary for hours not worked, up to a maximum of £2,500 per month, hence the scheme is more generous than the scheme running in September and October. The percentage may be reviewed for February and March.

HM Treasury has today announced that the Government contribution to employers’ wage costs under the Job Support Scheme (JSS) will be increased. Employers will be expected to pay 5% of the cost of unworked hours instead of the 33% originally announced.

The government has published details of the one-off bonus that employers can claim if they keep previously furloughed employees on their books for three months after the Coronavirus Job Retention Scheme closes on 31 October.