It is important that you verify a candidate’s right to work in the UK status at interview or prior to offer stage so that you are comfortable that continuing with a candidate’s application…
Yesterday, the Chancellor announced his plans for this year’s Autumn budget to help the country and economy to continue to recover from the impact that the coronavirus pandemic has had on companies and individuals.
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.
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?
Following last night’s Government announcement that the final stage of the roadmap out of COVID comes into effect on 19 July 2021 has been received with mixed responses.
As we enter the last week of June and the forthcoming 30 June deadline, we have issued the latest version of the Home Office Right to Work guidance which explains the changes to the way, from 1 July 2021, EEA citizens evidence their right to work.