The Government has announced the new compensation limits that are effective from 6th April 2024.

The Government has issued new guidance on the most recent changes to the law surrounding Holiday Pay and new legislation has been drafted that will effect changes to Paternity Leave and will apply in all cases where the effective week of childbirth (EWC) is on or after 6th April 2024.

Hi and Happy New Year to you, we wish you and your business every success in 2024 and rest assured we’ll be here when we’re needed … Notwithstanding this. there are some employment law changes that are effective from 1st January 2024.

As Christmas draws ever closer, we wanted to take the opportunity to of saying that it’s been a huge pleasure working with you this year and we hope that you’re able to recharge your spent batteries over the Christmas period ready for what I very much hope will be a prosperous 2024.

In October 2022 the Government introduced a bill which, if passed would have the effect of repealing all legacy EU legislation on 31st December 2023, unless it had been replaced with UK legislation restating or amending the existing provisions.

Many employment law commentators felt that this would be an opportunity for some changes to the law surrounding holiday entitlement, holiday pay and TUPE now that we are not bound by EU legislation and judgements in the European Court of Justice.

The above bill was dropped earlier this year but the Government has this week confirmed its position that there will be no changes to holiday entitlement and holiday pay going forwards and the existing provision and case law will remain.

This evening the Government has published the new National Minimum Wage and National Living Wage Rates which will be effective from the start of April 2024. For the second year running there has been a significant increase, higher than pundits were forecasting. 

We are thrilled to announce a significant milestone in our journey – we are celebrating twenty years of trading! This remarkable achievement would not have been possible without the unwavering support and trust of our loyal customers, both past and present.

At a recent speech to the TUC Congress, Labour’s deputy Leader has said that within the first one hundred days of a Labour Government, we would see the following changes.

In our ever-evolving work landscape, the boundaries of the traditional office have expanded, and remote work has become a prevalent mode of operation. As this trend continues, it's paramount that employers uphold the same standards of safety for employees working remotely as they do for those in the office. In this news item, we'll explore why extending Display Screen Equipment (DSE) guidelines to remote workers is essential and how it can contribute to a safer and more productive work environment.

The landscape of Human Resources (HR) is evolving at an unprecedented pace, thanks to the advent of Artificial Intelligence (AI). As AI technologies continue to advance, it has sparked discussions and raised questions about the potential replacement of HR professionals by AI.

Employers play a pivotal role in fostering diversity, equity, and inclusion (DEI) in the workplace. Here we focus on recent developments in employment law regarding DEI and provide practical guidance for employers to take proactive steps toward creating inclusive work environments that celebrate diversity and ensure equal opportunities for all.

Having documented policies about hybrid working, agile working, or home working is a highly recommended practice for employers. Here are several reasons why we feel it is beneficial:

The Employment Appeal Tribunal (EAT) has, within the last few weeks, reached its decision on two separate matters that were each cause for considerable debate at the height of the COVID-19 pandemic.

The Neonatal Care (Leave and Pay) Act, The Protection from Redundancy (Pregnancy and Family Leave) Act and the Carer’s Leave Act have now all now received Royal Assent and are expected to come in to force in 2024.

Late yesterday afternoon, the Government has announced a number of changes to employment law …

We haven’t seen any significant changes to employment law for several years; The Government is however currently considering a number of Private Members’ Bills that relate to employment law …

Companies with an annual turnover of £ 36 million or more are legally obliged to publish a modern slavery statement, which must be reviewed annually, within six months of the company’s financial year-end.

Companies with 250 or more employees on 5th April 2022 should by now have published their gender pay gap report for 2022 (employers have a calendar year to do this)

The government has announced that with effect from 6th April 2023, the following statutory entitlements will be increased …

With recruitment markets as challenging as they are, more and more employers are looking to widen their available talent pools and are recruiting employees outside of their normal geographical catchment area on the premise that successful applicants will work from their homes rather than their employer’s premises.

If the coronavirus pandemic has taught us anything, it’s that Teams and Zoom meetings are now a normal part of our working day, instead of everyone being together in a meeting room together.

As such, we feel it’s important that employers set some etiquette guidelines to ensure professionalism is maintained; here are some ground rules that we feel will ensure that online meetings are as productive and professional as possible.

As Christmas draws ever closer, we wanted to take the opportunity to of saying that it’s been a huge pleasure working with you this year and we hope that you’re able to recharge your spent batteries over the Christmas period ready for what I very much hope will be a prosperous 2022, despite the best efforts of coronavirus.

The outcomes of the Government’s 2021 consultation on flexible working legislation were published earlier today and we’re likely to see a number of changes to current legislation.

During the Christmas period companies face a minefield of potential HR challenges and we feel the best way to deal with these is to be prepared. Typically the challenges come from four main areas …

In the Chancellor's Autumn Statement earlier today, the Government announced the new National Minimum Wage (NMW) and National Living Wage (NLW) rates, effective from April 2023.

It has been reported that earlier today, the Low Pay Commission, the body that makes recommendations to the UK Government in regard to both the National Minimum Wage and National Living Wage rates, is likely to recommend an increase in the National Living Wage rage (currently applicable to those aged 23 and above), from £9.50 per hour, to £10.32 per hour in 2023 and £10.95 per hour in 2024.

At the end of September 2022 the Chancellor of the Exchequer announced a number of taxation changes that relate to employment, including the repeal of reforms to the Off-Payroll Working (OPW) rules introduced in the public sector in 2017 and extended to medium and large-sized organisations in the private and voluntary sectors in 2021 (often referred to as IR35)

At the end of last week the UK Government published the Retained EU Law (Revocation and Reform) Bill; it’s not the snappiest title for a Government Bill but it could be the most significant piece of legislation we’ve seen in recent memory.

With effect from 1st October 2022, this amended process for confirming an employee’s right to work in the UK has been withdrawn.

Following the recent passing of Queen Elizabeth II, the Government has announced that the day of her funeral, September 19th 2022, will be a public holiday.

This raises a number of questions for employers.