News and blog
As a consequence of the Covid pandemic, the government has temporarily relaxed some of the rules relating to areas of employment law, health and safety law and other areas of how business are governed.
With the government’s Coronavirus Job Retention Scheme winding down, many businesses are having to make tough decisions about retaining staff.
Whichever industry you are in, COVID-19 has fundamentally changed how businesses and staff operate. With more employees working from home, there are several unique challenges that employers are having to consider.
As the Coronavirus Job Retention Scheme is rolled back, the unfortunate reality is that some staff may have to lose their jobs. For employers facing large scale redundancies (defined as 20 or more people), this will mean navigating the ‘collective redundancy’ process, with all the requirements that entails.
Taking up references prior to new starters joining the team has become common practice, but what about other checks? ‘Right to Work’ checking is a legal requirement but this is an example of how these checks can go wrong.
Many of us have been working remotely at home for the last two or three months and for those who can continue doing so, this is not likely to change for the foreseeable future. But how well suited are we for this?
The introduction of the Coronavirus Job Retention Scheme was designed to help employers keep businesses running whilst they experienced a downturn in business activity. HMRC is now turning its attention to reports of abuse of the scheme – furlough fraud.
Obesity can result in health issues such as heart disease and diabetes. But what are an employer’s obligations when managing obesity in the workplace?
Covid-19 resulted in an increase in home-working. But how do you welcome new employees when you can’t in the office? Here is our guide to virtual onboarding.
This guide provides comprehensive answers to the principal questions employers are likely to have about furloughing employees after the 1 July 2020 updates to the scheme
Whatever the size of your business, any return to work may be subject to carrying out a health & safety risk assessment.
With a continuing need to avoid unnecessary contact, job interviews may have to be conducted online – here’s how you can prepare.
RIDDOR (The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013) is the law that requires employers – and others in charge of work premises – to report and keep records of certain incidents at work. For Covid-19 cases, the Health and Safety Executive (HSE) has clarified that, in certain circumstances, employers must report new cases of Covid-19.
What happens when we go back to work after the coronavirus (COVID-19) lockdown? We answer question currently being asked by employers and employees alike.
This post answers some of the most pressing questions employers are likely to have around their legal responsibilities to employees during this unprecedented time.
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