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All employees have the statutory right to request a change to the terms and conditions of their employment, where that change relates to the hours, times and/or location of their work. This is commonly referred to as a request for flexible working. What is a request for flexible working? A
According to statistics published by the Health and Safety Executive (HSE) it has been identified that tragically, between 2022 and 2023, the main cause of fatalities at work was due to falls from a height. This resulted in 40 workers losing their lives. Launching the first No Falls Week This
Ahead of a full consultation, a call for evidence has been launched as part of a broader initiative to reform the fit note. Originally introduced in 2010 to replace the sick note, the fit note emphasised the benefits of returning to work and provided employers with essential information to support
Employers operating a holiday year from 1 April to 31 March face a unique challenge this year, as there will be only seven bank and public holidays, compared with the usual eight. This shift follows a year that included ten bank holidays, including a special day for the Coronation of
Here is the Hot Topic for May 2024 and an accompanying webinar will follow, which will be hosted on 9 May 2024. Introduction This year we are seeing significant changes to the rules around working arrangements. Not only have the rules around flexible working changed, but new legislation will soon
Introduction to the Workers (Predictable Terms and Conditions) Act 2023 The Workers (Predictable Terms and Conditions) Act 2023 is expected to come into force later this year, likely around September/October. When introduced, this Act will give employees the right to request more predictable terms and conditions of employment. Pre-Implementation Consultation
We are just a few weeks in from having implemented new and updated employment legislation and we have further legal developments to bring you. This time, however, it is specific to certain industries where tips, gratuities and service charges are paid. Introduction of the Employment (Allocation of Tips) Act 2023
April marks Stress Awareness Month, and the Health and Safety Executive are encouraging employers to actively manage work-related stress and mental health issues. Impact of Work-Related Stress on Workforce Health During the recent announcement of the HSE’s annual statistics in November 2023, it was reported that out of 35.2 million
The British Safety Council has launched its ‘Keep Thriving’ Campaign aimed at improving employee wellbeing. This initiative encourages employers to proactively engage in enhancing their workplace environments. Objectives of the Keep Thriving Campaign As part of the ‘Keep Thriving’ campaign, the British Safety Council is asking employers to: Appoint an
On Friday 19 April, the Prime Minister Rishi Sunak has announced intentions to tackle, what he believes, to be a sick note culture in the UK. But is this an accurate reflection? The reality of sickness absence It is a topic of debate reflecting attitudes towards the legitimacy of sickness
We are thrilled to announce that HR Solutions, a leader in HR consultancy services, has been shortlisted for two prestigious national awards. This recognition celebrates our commitment to a people-centric approach, placing us alongside household names such as supermarket giant ALDI and retail royalty Selfridges.” National Awards We have been
DOWNLOAD WHITEPAPER The landscape of Human Resources (HR) is not just changing — it’s metamorphosing. The roles and responsibilities that were once the cornerstone of HR are being redefined in light of a globalised workforce, the ubiquity of remote working, the impact of the cost-of-living crisis, advances in data analytics,
Christian actress was dismissed for a social media backlash in response to her beliefs on homosexuality, loses discrimination case and seeks Court of Appeal hearing. The case of Omooba v Michael Garrett Associates Ltd (t/a Global Artists and Leicester Theatre Trust) considers how and when the Equality Act 2010 may
Are you an SME business owner or HR practitioner feeling overwhelmed by the complexities of family leave entitlements? Managing family leave can feel daunting and we often face challenges in interpreting this complex area of law. With 2024 being a big year for employment law, especially with family leave entitlements,
This new pilot scheme will support small and medium-sized enterprises in the Professional and Business Services sector by match-funding AI skills training for their employees. It aims to boost AI adoption and productivity by encouraging greater employer investment in skills and training. It will assess whether training SMEs in AI
This Bill aims to make changes to the UK General Data Protection Regulations (UK GDPR) and to introduce several significant data protection and ePrivacy reforms. Key proposed changes: removing the traditional role of Data Protection Officer and to replace it with ‘Senior Responsible Individual’ (SRI) remove the requirement to complete
The Paternity Leave (Amendment) Regulations 2024 and the Statutory Paternity Pay (Amendment) Regulations 2024 came into force on 8 March 2024. Despite the March enforcement date, the changes will practically apply to babies expected to be born, placed for adoption, or entering Great Britain for adoption on or after 6
Here is the Hot Topic for March 2024 and an accompanying webinar will follow, which will be hosted on 14 March 2024. Last year, new data was published that provided startling statistics about sickness absence and the UK labour market for 2023. In this month’s Hot Topic, we are going
Today, the Chancellor of the Exchequer set out the Spring budget in which it addressed key areas which we had expected to be addressed given the continued challenges with rising costs. Despite continued financial challenges however, it was announced that the Office for Budget Responsibility (OBR) is reporting economic growth
Petrofac Offshore Management Ltd v Mr D C Wilson considers whether a gross misconduct dismissal may be unfair if the employee has previously received a disciplinary warning in respect of the same offence. In most cases, a one off act of gross misconduct would result in dismissal, but in some
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