Flexible Working – New Legislation 6th April 2024
Revised Flexible Working Regulations were published in December, to take effect on 6 April 2024.
Read MoreRevised Flexible Working Regulations were published in December, to take effect on 6 April 2024.
Read MoreThe requirement to restructure a workforce can be driven by a number of factors such as changing customer requirements, new technology or a realisation that the existing structure has become outdated and inefficient.
Read MoreOctober and November are busy months for us at Sherrards as we prepare for our annual Employment Law Latest seminars.
Read MoreIf current opinion polls turn out to have correctly anticipated the result of the next General Election, Labour is heading for Government in 2024, possibly with a significant majority.
Read MoreWe are 1 week into World Menopause Awareness Month. How is your company marking 18th October ‘World Menopause Day’?
Read MoreOver the last 6 months Artificial Intelligence (AI) has become increasingly accessible to everyone. What are the benefits of AI and ChatGPT for HR and what are the current challenges?
Read MoreAs employment lawyers, probably our least favourite word is banter. Countless times over the years we have heard the perpetrators of harassment of various kinds dismiss their behaviour as "only banter."
Read MoreHas the Government missed an opportunity to support both the employer and employee by rejecting the proposal to introduce menopause leave? What signal has been sent to women in the workplace?
Read MoreThe Retained EU Law (Revocation and Reform) Bill doesn’t sound very exciting, but behind this rather dull title is a Bill of historical significance. It introduces what parliamentarians call a “sunset clause”, which is a mechanism to establish an end date to legislation.
Read MoreAn Englishman, an Irishman and a Scotsman walk into a bar and engage in some innocent banter. But if they are colleagues going to the bar after work, then banter based on national stereotypes could be anything but innocent and could result in costly employment tribunal claims, as well as serious reputational damage for their employer.
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