Non-disclosure agreements (NDAs), sometimes referred to as “gagging clauses”, are rarely out of the news.
On 5 December 2022, following its Making Flexible Working The Default consultation, which has now concluded, the UK government announced that it will be introducing reforms to the law around employees’ rights to make flexible working requests.
I was interested to read the recent reports in the Guardian and BBC News that Elon Musk has sent an email which requires all staff to sign a commitment to working “long hours at high intensity” and being “extremely hardcore”. They report that the alternative is that they will receive three months’ severance pay.
One of the hottest trade mark issues around at the moment is the question of how effectively can trade mark rights protect brand owners’ interests in non-fungible tokens (otherwise known as “NFTs”).
The Government has announced the annual increase to minimum rates of pay that are to take effect in April 2023. For those aged 23 and over this will mean at least £10.42 per hour before deductions for tax, National Insurance and pension (if applicable) are made.
When planning a redundancy process, it’s crucial to understand the legal framework and the rights of your workforce from the outset. We recommend beginning with these five steps to help you comply with your statutory obligations and minimise the risk to the business.