The Covid 19 pandemic has changed our lives in so many ways in a short space of time and, now that employees are gradually returning to the workplace, as an employment lawyer I am helping clients deal with another difficult development.
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What a few weeks it's been! Whilst many businesses and indeed whole industries have ground to a halt or experienced significant reductions in work, the same certainly can't be said for employment lawyers.
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The current pandemic is presenting an unprecedented challenge for organisations and we are continuing to post videos on our YouTube channel to guide employers on the latest updates on furlough leave and related issues. However other aspects of employment law are also changing and we have detailed some of the major updates that you need to be aware of now and over the next few months.
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As you know most employment news at the moment is focused on the coronavirus pandemic but there are some other news items that you also need to be aware of. Some are as a result of coronavirus while others are scheduled changes that have gone ahead despite the current situation.
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As the world enters into a defensive fray against Coronavirus (COVID-19), employers naturally have many questions on how to keep their employees and business as safe as possible, and also what they should be paying any employees who are in isolation.
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In line with the Employment Rights Act 1996, employers have a legal obligation to provide a written statement of particulars to employees within two months of commencing employment. From 6th April 2020, organisations will be required to provide a written statement of particulars to both employees and workers from day one of their employment.
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Discussions about politics can be interesting and lively, but sometimes they can become disruptive in the workplace.
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It’s every employer’s worst fear, when faced with a claim from a disgruntled ex-employee: “Might we have to take them back?!”
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Imagine you have dismissed an employee and you later discover that they have covertly recorded the internal disciplinary meetings. This is what happened in the Employment Appeal Tribunal (EAT) case of Phoenix House Limited v Stockman.
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