So, what does that mean for employers? We are all too aware that it is currently a candidate led market and see more that flexibility is becoming part of employment contractual negotiations.
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.
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.
Released just now (26 August) from the government is a further extension to this adjustment till 5 April 2022.
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.
Many businesses introduced the carry forward from the 2020 entitlement which are to have been used either in 2021 or split between 2021 and 2022.
From today 16 August 2021, the rules regarding the requirement to self-isolate change, which will be welcomed by employers following a huge increase in employees who were “pinged” by the NHS app in recent weeks, causing further disruption to businesses.
So, is the next challenge going to be how to retain and attract talent to businesses or are we facing in the next 12 months what is named as the “great resignation” and; are the employees the ones in the driving seat?