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.
Whilst we all look forward to a well-earned break for Christmas and the New Year, we are aware that an additional bank holiday has been announced to take place on the 3rd of June 2022 to mark Her Majesty the Queen’s Platinum Jubilee…
In this October newsletter we bring you up to date with some of the latest ET (Employment Tribunal) & EAT (Employment Appeals Tribunal) cases that are currently making headlines. In addition, we report on the Statutory Sick Pay Rebate Scheme and the deadline for claims to be made.
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.