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- Type:
- Training
Updated to reflect the average compensation awarded for disability discrimination claims in 2023/24.
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- Type:
- Training
Updated to reflect the average compensation awarded for age discrimination claims in 2023/24.
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- Type:
- Training
Updated to reference the duty to take reasonable steps to prevent sexual harassment in force from 26 October 2024.
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- Date:
- 18 October 2024
- Type:
- Survey analysis
The first draft of the Employment Rights Bill was published on 10 October - just ahead of 100 days into the new Labour Government. We take an early look at how HR is reacting to the changes included in the Bill.
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- Type:
- Employment law guide
Updated to include a reference to the protection from harassment measures in the Employment Rights Bill, published on 10 October 2024.
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- Type:
- FAQs
Updated to refer to the Employment Rights Bill, which includes provisions to introduce employer liability for third-party harassment.
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- Date:
- 11 October 2024
- Type:
- Commentary and insights
After months of waiting, the Government has finally published the first draft of its wide-ranging Employment Rights Bill, which will make radical changes to employment law in the next few years. Now that the Employment Rights Bill has begun its progress through Parliament, we highlight the key points from the first draft for HR professionals.
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- Type:
- Legal timetable
Updated to refer to additional provisions on harassment included in the Employment Rights Bill, which was published on 10 October 2024.
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- Type:
- Quick reference
The Ministry of Justice's tribunals statistics set out the amount of compensation awarded for age discrimination, disability discrimination, religion or belief discrimination, sexual orientation discrimination, race discrimination, sex discrimination and unfair dismissal in 2023/2024.
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- Date:
- 8 October 2024
- Type:
- Commentary and insights
From 26 October 2024, employers of any size in England, Wales and Scotland have a specific duty to take reasonable steps to prevent sexual harassment of workers in the course of their employment. As the implementation date approaches, what should HR professionals be doing to ensure that their organisation is ready to comply with the new duty?