Coronavirus
For periods of incapacity that start from 17 December 2021 until 26 January 2022, there is a temporary increase to the number of days during which employees are not required to provide medical evidence of sickness absence for statutory sick pay purposes from seven days to 28 days.
Despite the coronavirus pandemic, HR professionals have had their fair share of employment law rulings to keep track of in 2021. We count down the 10 most important judgments of the year that every employer should know about.
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.
How are employment tribunals approaching claims arising from the coronavirus pandemic? We explore the most important decisions handed down so far this year and discuss their practical implications for HR.
We look at four employment tribunal cases in which the claimants argued that their employer's failure to make better use of the Coronavirus Job Retention Scheme rendered their dismissal unfair.
Expanded with further detail on whether employers need to change employees’ contracts when implementing hybrid working.
Karen Jackson, founder-director of Didlaw, and Jen Rooney, workplace wellbeing and disability inclusion specialist, discuss how organisations can advance disability inclusion in their workplace.
We round up four recent employment tribunal decisions where employers' actions have resulted in pregnancy and maternity discrimination claims and provide practical tips on how to reduce the risks of similar claims.
While not formally recognised as a disability, the effect long COVID may have on a person's ability to work may mean it should be considered as such. Hollie Ryan, senior associate at Stevens & Bolton LLP, looks at the support employers may need to offer staff with persistent symptoms to avoid legal claims.
HR and legal information and guidance relating to the coronavirus (COVID-19).