Since the draft Employment Rights Bill 2024 was published in October, we have had various requests from employer clients asking us what they need to be doing to do to prepare for the proposed changes to employment law. In this video, Anthony Purvis, Head of Employment, provides an answer summarising the key points employers need to be aware of, together with an overview of the background to this proposed legislation.
Should you need more detailed advice on these changes, please contact our team of Employment specialists.
Since this video was recorded, various amendments to the Bill have been published. The most significant of these is the proposed extension of the limitation period for Tribunal claims from 3 months to 6 months. Is extending the time allowed for a disgruntled employee to bring a claim going to mean more claims, or more time to resolve disputes before they trouble the Tribunal? We shall see.
If you are a football fan and interested in employment law, you will no doubt have been eagerly awaiting the outcome of Benjamin Mendy’s claim that his former club, Manchester City (“City”), unlawfully made deductions from his wages. As Employment Judge Dunlop (“EJ Dunlop”) said: “I am fairly…
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From 26 October 2024, employers will be subject to a new proactive duty to take “reasonable steps” to prevent sexual harassment of all their employees in the course of their employment
In February 2024 the then government published a statutory Code of Practice on dismissal and re-engagement, and this came into force on 18 July 2024. “Dismissal and re-engagement”, as it is called by employment lawyers, is a tool used by employers