As well as continuing to deal with workplace issues caused by the coronavirus pandemic, there will be many other important employment law developments for HR to grapple with in 2022. What does HR need to do to meet its obligations and prepare for the coming year?
Employment tribunals have been deciding coronavirus-related cases throughout 2021. We set out 10 key first-instance rulings related to the pandemic and highlight what lessons employers can learn from them.
While continuing to deal with the impact of coronavirus, HR professionals must ensure that their organisation complies with the usual raft of April employment law changes. In April 2021, these changes include the extension of IR35 reforms to the private sector, a tweak to the national minimum wage age bands, and increases to statutory redundancy pay and statutory maternity pay.
2020 was the year that HR was required to react to the unexpected, but it's now time to plan for the known challenges in the coming year. We look at what HR can do to prepare for 2021.
The Government has announced plans to change the way breaks in employment are treated, which could have a greater impact for local government than for employers in the private sector, due to the operation of the modification order.
This article looks at the framework for making compensation payments on redundancy and local authority redundancy policies in general. It also looks at various Government proposals for reforms to public-sector exit payments.