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- Type:
- How to
Practical guidance on creating a culture that provides psychological safety for employees, including by promoting constructive dialogue and destigmatising failure.
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- Date:
- 1 July 2022
- Type:
- Commentary and insights
As we reach the midpoint of 2022, HR professionals would be forgiven for losing track of all the live employment law proposals and what they mean for their organisation. To assist HR with planning for the rest of the year and beyond, we round up the major employment law changes in the pipeline as of mid-2022.
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- Date:
- 21 June 2022
- Type:
- Commentary and insights
UK employers have rushed to source Ukrainian talent displaced by war, keen to help them rebuild their lives, as well as access their skills in a tight labour market. Could this usher in a fairer future for all refugees, writes Mursal Hedayat?
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- Date:
- 13 June 2022
- Type:
- Podcasts and webinars
Jo Broadbent, counsel knowledge lawyer at Hogan Lovells, discusses the legal and best practice issues for employers in relation to the remote monitoring and surveillance of homeworkers.
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- Type:
- Training
A quiz for line managers to test their knowledge on supporting employees through the menopause.
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- Type:
- Letters and forms
A model tailored adjustments plan for an employee experiencing menopausal symptoms.
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- Type:
- Employment law cases
We look at five recent cases in which employers have been found to have discriminated against employees who were pregnant or on maternity leave.
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- Type:
- Employment law cases
In Finn v The British Bung Manufacturing Company Ltd and another, an employment tribunal held that the male electrician had been subjected to harassment related to sex when the shift supervisor called him "bald" during a heated exchange.
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- Date:
- 17 May 2022
- Type:
- Podcasts and webinars
Blair Adams joins us to talk about the tricky issues that can arise when investigating allegations of improper conduct, such as sexual or racial harassment, bullying or discrimination.
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- Date:
- 6 May 2022
- Type:
- Commentary and insights
Employers that are operating under a hybrid working model must ensure that their working arrangements are inclusive, including making reasonable adjustments to the model for disabled workers. We set out six examples of potential reasonable adjustments for hybrid workers.