Employment Law Updates

This month marks a significant milestone in our journey – 15 incredible years of hard work, growth, and success. As we reflect on this milestone, our hearts are filled with gratitude for the amazing individuals who have been an integral part of our success story.

In May of this year (2023), the Neonatal Care Bill received royal assent and was passed into law. As the name suggests, it is intended to make additional provisions for those in work with a responsibility for children who are receiving neonatal care. Although the rights given by this legislation will only come into force in April 2025, it’s important for both individuals and organisations to be aware of the effect it will have.

Since the coronavirus pandemic in 2020 there has been a substantial increase in the number of businesses adapting their working model to become hybrid. In addition, this year there have been changes to laws surrounding hybrid work, and advice for what employers should know if they want to implement a hybrid working structure in their business. In this guide we will be exploring what the laws on hybrid working currently state and the key facts businesses need to be aware of.

We unravel the changes that will impact employers following a review of the government’s response to consultations on holiday, working time, and TUPE reforms and the unveiling of draft legislation, which has set the stage for significant changes.

The Employment Relations Bill, also known as the Flexible Working Bill July 2023, passed its final reading in parliament and received royal assent earlier this year. The legislation serves to grant employees greater power over their working schedule through greater ability to request flexible working. As a result, the bill promises to make significant changes to the way employees and their employers operate.

In our roundup of crucial Government Consultations that are set reshape employment practices, we’ll unravel the latest developments and provide insights into what to expect in the much-awaited government response.

When it comes to employment contracts or written statements of particulars before an employee begins work at a company, there are certain pieces of key information that must be included. In this guide, we will be exploring whether employment contracts legally require maternity and paternity leave to be written into them. This will help to ensure that businesses receive relevant advice for employers and are adhering to the necessary employment law requirements.

He’s Making a List…..He’s Checking it Twice…..but at this year’s Office Christmas party will YOUR staff be naughty or will they be nice? It might only be the beginning of November, but many employers are already planning this year’s Christmas party and they are no doubt hopeful that this festive season will be an enjoyable […]