The Government has announced that the anticipated changes to the IR35 regime are being delayed by a year. The changes are now expected to come in to force on 6 April 2021.
The planned changes had the result that the extension to the IR35 regime would also apply to medium and large companies in the private sector. In summary, the changes meant that end-clients had a potential tax liability and were required to undertake an assessment of the contractor’s working relationship.
In light of the above, for those working in the private sector, the requirement to determine whether IR35 applies remains, for now, with the contractors.
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…
…Following an appeal by USDAW, the Supreme Court unanimously overturned the decision of the Court of Appeal and granted the injunction sought by USDAW…
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