2020 changes to Employment Law

Although the government is currently busy with more pressing matters, it has still scheduled some updates to current employment laws in April 2020. Usually, at this point in the year

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Single Employment Tribunal Claims on the Increase

The Employment Tribunal Statistics for April-June 2019 have been released showing an overall increase of 14% in single claims to 9,700 being received by the Tribunal service as compared to

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Contract of Employment to become a Day One right

With effect from 6th April 2020, businesses will have to provide a written statement of employment particulars to all workers from day one. Currently, this right only applied to employees

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Reducing Workplace Stress

Stress is a major cause of sickness absence in the workplace costing over £5 billion a year in Great Britain. In 2017/18, 595,000 workers in the UK reported having work-related

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How to protect your company data when an employee leaves

When you employ a new member of staff, there is a big focus on ensuring they have all the correct equipment such as company mobile, laptop and access to company

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Client Update: Labour Party propose employment law reforms

With Parliament in what can only be described, at best, as a state of flux at the moment, and the threat of a general election looming, several announcements which were

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Client Update: The importance of timing in ACAS Early Conciliation

ACAS Early Conciliation is a mandatory process which intends to help resolve workplace disputes without the need to go to an Employment Tribunal. The Early Conciliation process has been a

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Client Update: Vegetarianism is not a philosophical belief under the Equality Act 2010

In a landmark judgement, the Norwich Employment Tribunal has ruled that vegetarianism is a “lifestyle choice” and not a philosophical belief capable of protection under the Equality Act 2010.  The

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4 tips to make your contracts of employment work for your employees

Employers are under a legal obligation to provide all employees with a contract of employment within the first 8 weeks of employment. Instead of treating this obligation as a “box

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Five “Must-Do’s” in order to avoid the Employment Tribunal

Ending up in an Employment Tribunal is every employer’s worst nightmare and whilst an employer can never guarantee that they won’t be sued by a disgruntled employee, there are things

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