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- Type:
- Quick reference
Updated to reflect the increase in the cap on a week's pay with effect from 6 April 2025.
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- Type:
- Legal timetable
Updated to reflect the publication of the Government's response to its consultation on creating a modern framework for industrial relations, which was published on 4 March 2025.
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- Type:
- Legal timetable
Updated to reflect that the revoking Regulations have been finalised.
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- Type:
- Employment law cases
In Allette v Scarsdale Grange Nursing Home Ltd, an employment tribunal held that a care-home worker was fairly dismissed when she refused to be vaccinated against coronavirus.
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- Date:
- 20 January 2022
- Type:
- Commentary and insights
To what extent, if any, can an employer insist on knowing whether employees have been given their full course of COVID-19 vaccines? Even more importantly, can an employer make vaccination a requirement for continued employment? And is it fair to dismiss the vaccine hesitant? These are all issues that employers will have to grapple with in 2022, explains consultant editor Darren Newman.
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- Type:
- Employment law cases
In Hope v British Medical Association, the Employment Appeal Tribunal held that the tribunal was entitled to find that the employer had acted reasonably in dismissing the employee for bringing vexatious grievances and refusing to either pursue or withdraw those grievances.
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- Type:
- Employment law cases
We examine four employment tribunal decisions concerning the dismissal of employees for social media activities.
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- Type:
- Legal timetable
Updated with the implementation date of the requirement for adult care home providers in England to deploy only fully vaccinated workers.
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- Date:
- 5 February 2021
- Type:
- Commentary and insights
HR professionals in public authorities may think that the extension of IR35 reforms to the private sector in April 2021 will not affect them. However, public-sector bodies need to be aware of, and prepare for, some changes to the rules.
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- Date:
- 4 November 2020
- Type:
- Commentary and insights
The Government has confirmed that it is going ahead with major changes to the duty on large employers to publish an annual modern slavery statement. What changes will employers have to make to the content of, and process for publishing, their statement and which additional employers will be covered?