This week we will touch upon the recent Employment Appeal Tribunal decision handed down in Gwynedd Council v Barratt in relation to redundancy processes and the lessons that can be learnt from this.
he Government has now published its guidance on flexible furlough and has updated the current Coronavirus Job Retention Scheme setting out what changes will take effect from 1 July 2020 and any further changes thereafter.
As the economic hit caused by COVID-19 pushes the UK closer to a recession, employers are starting to consider how to handle the crisis within their workforce by making redundancies and or changing terms of conditions of employment to reduce operating costs.
This blog seeks to explain the rules around the new quarantine guidance and what to do if your employees go abroad this summer.
In commemoration of the Equal Pay Act’s 50th anniversary, ACAS has published updated guidance on Equal Pay.
Employers are already starting to think about their remobilisation plans and the news that ‘flexible furloughing’ can happen from July rather than August will be welcome as employers start to scale up activities.
In Duchy Farm Kennels Limited v Graham William Steels, the High Court held that a breach of a confidentiality clause in a COT3 agreement was not a condition of the agreement and therefore its breach did not bring the agreement to an end.
In Ferguson and others v Astrea Asset Management Limited, the Employment Appeal Tribunal has held that the provision under TUPE that contractual variations are void where the sole or principal reason is the transfer applies to changes which are advantageous to the employee as well as those which are detrimental.
As we move into the next phase of the COVID-19 response, the emphasis of the Government message about staying at home vs going to work has slightly changed.
The Chancellor has this week announced that the Coronavirus Job Retention Scheme (CJRS) is to be extended for four months up to October 31 2020.
