The recently published draft Trade Union and Labour Relations (Consolidation) Act 1992 (Amendment of Schedule A2) Order 2024 marks a significant change by amending Schedule A2 to the Trade Union and Labour Relations (Consolidation) Act 1992. Set to be enacted on 18th July 2024, this order brings forth notable adjustments. Under the new order, if […]
Supreme Court in the case of Chief Constable of Police Service of Northern Ireland v Agnew
Employees can now seek compensation for past underpayments of holiday pay even if there are intervals of over three months between the underpayments (i.e. deductions). This was the decision of the Supreme Court in the case of Chief Constable of Police Service of Northern Ireland v Agnew. The claimants, comprising of over 3,000 police officers […]
New government guidance on Fit Notes
The government has released a new version of its Guidance on Fit Notes for Employers and Line Managers. In addition to the main guidance, which is quite detailed, there’s a handy checklist for employers and a set of case studies. It’s comprehensive and worth a look. Written by Astons Solicitors 10.10.2023
Hints and Tips on Handling a Flexible Working Request How to handle a flexible working request is a common HR query. Here’s a summary of a “good practice” process which ensures the Employer follows good legal practice and promotes a supportive working environment. It also complies with the minimum requirements under the statutory flexible working […]
What are the benefits of offering an employee a settlement agreement as a way of bringing an end to their employment contract?
What are the benefits of offering an employee a settlement agreement as a way of bringing an end to their employment contract? A settlement agreement (previously known as a compromise agreement) is a legally binding document where an employee agrees not to pursue a claim or claims against their employer, typically in exchange for a […]
Is it important to carry out a risk assessment for a pregnant employee?
Yes – It is always good practice to ensure risk assessments are carried with pregnant employees and listed below are some of the main reasons why. Statutory Obligation: Under the Management of Health and Safety at Work Regulations 1999, employers are obligated to assess the workplace risks posed to new or expectant mothers. Failing to […]