Updated to add menstrual problems and menstrual disorders to the list of steps employers will need to report on in their equality action plan under the Employment Rights Bill.
We reflect on the key decisions from last year and look forward to the case law trends likely to emerge in 2023. These include cases on: gender identity, holiday pay, coronavirus-related health and safety cases, industrial action, and dismissal and re-engagement.
HR is anticipating another challenging year as they play a key role in protecting the business in uncertain economic times by ensuring the right people are in the right roles, while also supporting employees sustainably through the cost-of-living crisis.
In Rodgers v Leeds Laser Cutting Ltd, the Employment Appeal Tribunal upheld a tribunal's decision that the employee's dismissal for refusing to return to the workplace because of concerns about the pandemic was not automatically unfair for a health and safety reason.
The pandemic has generated a greater appetite among employees for remote and/or hybrid working patterns. Consultant editor Darren Newman explores how employers can strike a balance between advocating a physical return to the workplace and satisfying staff who are pushing to spend more time working from home.