Happy New Year to all our readers. As we enter a new year it is time to reflect both on 2022 and then on what we can expect in 2023. There were a number of important decisions in 2022 with cases discussing religion and belief such as the Forster case on gender critical beliefs and […]
How to address the panel in an Employment Tribunal
Traditionally, female members of the Tribunal panel have been called Madam and male members of the panel Sir. As of 1st December 2022, the Senior President of Tribunals and the Lord Chief Justice have announced that Employment Tribunal Judges (and those of the Employment Appeal Tribunals) should no longer be addressed as Sir/Madam but be […]
DWP announces its annual employment law rate increases
The DWP has announced its annual employment law rate increases which will take effect from 1st April 2023 as follows: Statutory maternity pay, paternity pay, adoption leave pay, shared parental leave pay and parental bereavement pay £172.48 (from £156.66) Statutory Sick Pay (SSP) £109.40 (from £99.35) National Minimum Wage (NMW) by age range 23 + £10.42 […]
Employee nicknamed “half-dead Dave” awarded £13,000 for injury to his feelings
In 2020 Clarkes Mechanical Ltd decided to cut its costs because of a downturn in work. Due to this Mr Robson, a 69-year-old plumber and heating engineer working for the company, was unexpectedly told he was going to be made redundant. There was no warning given and he wasn’t given any information as to why […]
ACAS Guidance Regarding Suspensions
ACAS has produced new advice on handling staff suspensions at work. The outline guidance can be seen here: ACAS guidance on suspension. It sets out information about suspension and the circumstances which may prompt suspension of an employee. ACAS advise that the employer should consider each situation carefully before deciding whether to suspend someone and […]
Working Parents’ Rights in Focus
Recent CIPD research has been undertaken into working parents. The report can be found here: Employer Focus on Working Parents The key findings of the research include: Most organisations interviewed (49%) have a paternity or partner leave policy that allows for the legal minimum requirement of one or two weeks’ leave. Only 3% allow three […]