Following the corporate governance failings in the collapse of a number of high-profile businesses (such as Thomas Cooke and BHS, to name two), the BEIS has published a report and proposals to consult on extending and tightening corporate governance and audit obligations, including the following:...
Following extensive consultations during 2018 – 2021, the Government has made clear they will now bring forward the following new legislation: - The introduction of a ‘mandatory’ duty for employers to prevent harassment in the workplace; New protections against third party harassment (previously repealed in 2013), and An...
The temporary variation to the rules allowing right to work documents to be checked remotely were tabled to end on 31 August 2021. They will, however, now continue to be permitted to April 2022. It appears the overall intention is to eventually introduce a more...
Can I ask my employees/workers for proof of their vaccination status? Due to GDPR rules and the sensitive nature of health data, it is not advisable to ask “in case” but only if and when notified of a contact by the employee/worker (excluding registered Care Homes...
There are no specific protections in law for this issue and the consultation is underway to shape policy and potential new law to protect women in the workplace. We have indeed dealt with a number of cases where such issues have attracted, indirectly, sex discrimination protections...
https://content.bridgeehr.co.uk/en/2021-webinar-september ...
Employers are now no longer able to accept EEA passports or national identity cards as evidence of an individual’s right to work in the UK and the deadline for applying to the EU Settlement Scheme (EUSS) has now passed (30 June 2021). The impact of getting...
We are all well aware of the legal requirement to self-isolate where people test positive for COVID-19; or where they are told to do so by NHS Test and Trace, or ‘pinged’ to do so by the NHS app – regardless of vaccination status, albeit...
The changes to IR35 rules shift the compliance burden from the self-employed worker’s personal service company to the client (excluding smaller businesses) that they work for, by treating the client user of the services provided as the ‘employer’ for income tax and NICs purposes, thus,...
Employees can be automatically unfairly dismissed if the reason or principal reason is that: "….in circumstances of danger which the employee reasonably believed to be serious and imminent and which he could not reasonably have been expected to avert, he left (or proposed to leave) or...