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Flexible working requests and indirect discrimination

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The recent Employment Appeal Tribunal decision in Glover v Lacoste (UK) Ltd demonstrates the importance of considering flexible working requests carefully from the outset.

Rejecting a flexible working request - Implications for employers

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In this session we're going to consider flexible working requests in light of the recent Employment Appeals Tribunal decision in the case of Glover v Lacoste UK Ltd and Harman.

Government backtracks on automatic expiry of EU derived laws and outlines employment law reforms

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The Government is making changes to the Retained EU Law (Revocation and Reform) Bill so that EU-derived laws in secondary legislation will no longer be automatically revoked at the end of 2023. It has also issued a consultation paper setting out changes it proposes to make to the Working Time Regulations 1998, holiday pay and TUPE 2006, aimed at reducing unnecessary bureaucracy.

Family friendly rights: an update

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For the past few years, the Government has been promising to improve family friendly rights by introducing a new right to carer’s leave and neonatal leave, enhancing paternity leave and flexible working rights and providing additional protections for parents facing redundancy.

New legislation on holiday entitlement and pay

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The Government is proposing to make changes to holiday rights from 1 January 2024.

April 2024 employment law changes: are you ready?

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April is always a busy month for employment law changes but this year sees more than usual. Here we provide a round-up of the changes you need to know about to keep you up to speed.

Tribunal wrong to decide that enhancing maternity pay but not shared parental pay was not indirect sex discrimination

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Employment Rights Bill: Major changes for employers

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The Government has published its Employment Rights Bill which it says will upgrade workers’ rights, tackle poor working conditions and benefit businesses and workers alike. Although the Government has complied with its promise to introduce the Bill in the first 100 days of government, we believe that the majority of reforms will not take effect until at least 2026. Here, we highlight some of the key provisions.

Pregnant Workers may be Protected Before Informing Employer of Pregnancy

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Flexible working affects mums’ ability to progress their career

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