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We provide a further update on the back of yesterday's announcement of the Government's new 'Job Support Scheme' (New Scheme).

The Chancellor has announced his "Furlough 2.0" – a wage subsidy programme called the Job Support Scheme

Below we summarise the key points and share some thoughts on the Government's new Job Support Scheme and the new Health Protection (Coronavirus, Restrictions)...

In the recent case of Bathgate v Technip UK and others [2022], the Employment Appeal Tribunal has held that the Equality Act 2010 does not allow for the settlement of unknown future claims even where the wording of a Settlement Agreement attempts to do so.

In Randall v Trent College Ltd and others, the UK Employment Tribunal ruled against a school chaplain's claim of religion and belief discrimination (amongst other claims).

On 12 May 2020, the Government extended the ability for employers to claim furlough payments under the Coronavirus Job Retention Scheme until the end of October 2020.

It is likely that the vast majority of employers are either already affected by the credit crunch or at least concerned about how their business may be impacted in the future by the difficult economic climate.

It can sometimes feel as though a redundancy situation is like an elephant - difficult to describe but you know when you see it.

April 2023 saw a number of important employment law changes take place, which charities and third sector organisations should be aware of.

As Covid-19 restrictions become more specific and nuanced, employers in all sectors are busy finding ways to function and, hopefully, thrive in the "new normal."

2021 is set to be another eventful year for employers and employment lawyers alike, with changes to the employment landscape continuing to develop apace.

The European Court of Justice (ECJ) has today handed down its long-awaited judgment in the USDAW v Woolworths and Ethel Austin case.

There are some important changes to employment law coming into force in April 2019, including new rules on itemised payslips and increases to national minimum wage rates and minimum auto-enrolment pension contributions.

'Last in first out' is generally regarded as a safe way of selecting for redundancy. It is objective, there is little scope for argument and tribunals have never questioned its fairness – that is until the Employment Equality (Age) Regulations 2006 (EEAR).

A recent employment tribunal decision held that a former Marketing Director of a company with over 800 employees and a turnover of £76 million was discriminated against when she announced...

Several long-awaited pieces of legislation aimed at creating a more family friendly workplace received Royal Assent last week and once in force, these will extend the current period of redundancy protection for parents...

Labour's proposed employment reforms include simplifying worker classifications, eliminating unfair dismissal waiting periods, expanding sick pay and parental leave, banning zero-hour contracts, ending fire-and-rehire practices, and enhancing workplace equality measures.