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The Government has published updated guidance on the extension to the Coronavirus Job Retention Scheme (CJRS) regarding claiming for notice periods and the information which HMRC ...

The upcoming changes to the CJRS on 1 July 2020, allowing furloughed employees to work part-time, will not be limited to British and EU staff. UK businesses who hold a sponsor licence to employ migrant workers...

Court of Appeal: TUPE transfer was principal reason for dismissal in the context of claimant's poor relationship with director of the transferee

The past few months have seen significant upheaval both across the financial markets and politically.

This question was recently considered by the Scottish Court of Session, Scotland's supreme civil court, in the recent case of Bathgate v Technip Singapore PTE Limited...

We now know that Brexit will be "done." However, there remains a great deal of uncertainty over the exact impact of Brexit on workers' rights in 2020 and beyond. In the meantime, this is what we...

On 30 April 2020, the Government put out another updated version of the Guidance Note (the sixth by our count). Unlike many of the previous Guidance Notes, this guidance update is relatively helpful in clarifying a few areas.

From 1 January 2027, dismissing an employee for refusing to accept changes to core contractual terms known as “restricted variations” covering pay, pensions, working hours and shift patterns...

When employers propose to dismiss 20 or more employees within 90 days, collective redundancy obligations trigger detailed consultation requirements under UK law. A recent EAT decision in Micro Focus v Mildenhall clarifies that employers need only consult on future proposals, not past dismissals, though tribunals will scrutinize whether separate proposals were engineered to avoid the 20-employee threshold.

Employers may at some point need to restructure or reshape the way in which they work. This could reflect a change in workloads or budget but will usually involve some element of a change to job

Here are some recent important decisions of the Courts and Tribunals that highlight key developments in employment law.

In this Coffee Break update, we discuss the role of HR in managing AI, the necessity of meaningful consultation in redundancy selection, and strategies for employers to mitigate risks of non-compliance with automatic enrolment regulations.

Welcome to this month's briefing for HR teams and in-house employment counsel – bringing you this month's employment law highlights in an easy-to-read package.

As highlighted in a recent Schools Week article, Government ministers have suggested that the rising numbers of assistant heads could be targeted for cost-cutting as schools...

The Scottish Employment Appeal Tribunal (EATS) has held that following a service provision change (due to a re-tendering), the contract of a transferring worker can in principle be split between...

The history of the trade union movement evidences the impact unions have had on protecting the health, safety and welfare of staff. Whilst Covid-19 has created an unprecedented situation for public health and the economy...

ACAS raises concerns over key aspects of the proposed Code. In February we wrote about the Department for Business, Energy & Industrial Strategy's draft Code of Practice on Dismissal and Re-engagement...