Should employees be offered repeated fixed-term contracts when there is a need for permanent employment? Europe’s highest court has ruled this is new against EU law – a decision which could have ramifications for UK businesses.
Waterfront’s Matthew Hodson, tells the Gazette that renewing a fixed-term contract can already amount to unlawful treatment under the UK’s Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002.
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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
… on 17 July 2024 the new Labour Government’s legislative agenda was made public as part of the King’s Speech. The Speech itself was light on detail (as is often the case), but the Government released a briefing note setting out more of the substance on their plans, which represent the biggest shake-up of employment law in at least 14 years.
Half of 2024 has already passed and there has been a flurry of reforms to the employment landscape even before the impending election, which may result in even more wide-ranging changes. These have largely focused on family leave, although there have also been updates to the law around flexible working, which we have commented on previously…