As companies all over the world have faced unprecedented business interruption over the last 18 months, many organizations put international expansion plans on hold.
This ET case is a reminder that there is no place for sexist and demeaning language in the workplace, but respect and professionalism amongst colleagues and peers should be everyday behaviours within the working environment.
An interesting and thought-provoking question – is it time to move away from our way of thinking looking for a cultural “fit” and adapt a cultural “contribution” as a different approach for future recruitment and promotion within our organisations?
In this ET case which is currently the talk of many on social media, the Claimant was successful in part of her claims, and others (such as harassment) rejected.
Global payroll is complicated – especially when you have employees across multiple countries and currencies.
ET REPORTED CASE Media Headline – “Executive wins unfair dismissal claim after sacking over expenses” – 07/09/2021
On occasions, an ET (Employment Tribunal) case comes into the public domain and when you read the headline, you think this is a quite straightforward unfair dismissal case where the Claimant is successful.
As more economies around the world open up and companies bring employees back to the office, global expansion plans that may have been put on hold last year are now taking shape.
Released just now (26 August) from the government is a further extension to this adjustment till 5 April 2022.
Multinational companies have to manage unique requirements in each country to ensure compliance for the organization.
In our June 2021 newsletter we advised of the extended period for the COVID-19 temporary adjusted right to work checks. On the 31 August 2021, this will come to an end.