NEWS AND INSIGHTS

The employment law landscape continues to evolve post-Covid - here are three areas for employers to look out for.

An increase in remote working due to the COVID-19 pandemic has brought flexible working practices to the forefront of discussion.

The UK government announces that it will introduce legislation governing the handling of tips and other discretionary payments made to workers.

This case concerns the procedure for calculating holiday pay for workers in permanent employment who do not carry out work for the whole year.

There is now another addition to the saga of cases deliberating on worker status.

The conversation around compulsory vaccination has shown no signs of stopping.

Uber continued: Deliveroo

Montanaro v Lansafe Ltd ET/2203148/2020 – Employee who remained in Italy at outbreak of pandemic was automatically unfairly dismissed.

Returning to the Office in Scotland

The End of Furlough?

Employers should be aware that throughout April 2021 there will be a number of changes to the calculation of statutory entitlements.

The Uber decision is not only important to the thousands of Uber drivers operating in the UK, but to all workers and self-employed individuals and users.

The Coronavirus Job Retention Scheme has been extended until the end of September 2021 to help businesses ease out of lockdown as restrictions gradually lift.

We have outlined below some key employment takeaways from the recent Budget update.

In response to the noise surrounding the Covid-19 vaccination and workplaces, ACAS have issued guidance under their ‘working safely during coronavirus’ section.

An employment tribunal has determined that the dismissal of a delivery driver who refused to wear his face mask while in the cab of his vehicle was fair.

A summary of the key employment law matters to look out for in 2021.

The closure of schools as a result of the latest lockdown announcement has led to pressure for working parents to be placed on furlough under the CJRS.