The landscape of UK employment law has seen significant developments in 2024, reflecting evolving workplace norms and government priorities. Below, we explore the key legislative changes, upcoming measures and notable case law from a highly transformative 12 months.
Led by Harriet Bowtell, Senior Associate, our experts at Jones Chase explored the current legal context behind sexual harassment, the new duty on employers and what practical steps can be taken to help compliance with the new duty.
In this part two, James provides some top tips for both employers and employees in dealing with unfair dismissal.
This week is stress awareness week.
Under the Management of Health and Safety at Work Regulations 1999, employers are required to make a ‘suitable and sufficient’ assessment of the risks to the health and safety of their employees.
As of 26 October 2024, there is a new proactive duty on employers to take “reasonable steps” to prevent the sexual harassment of their employees in the course of employment.
Further to our article on 18th July 2024 on 10th October 2024 the Government unveiled the details of the new proposed Employment Rights Bill ( ‘the Bill’), a full copy of which can be read here.
Once passed through Parliament, this will be recognised as the biggest update to Employment Rights in decades as the Bill proposes to introduce key reforms focusing on enhancing employment rights. We summarise the key proposals below.
For this webinar recording, we had the privilege of presenting alongside Lizzie Pickering, an expert who supports individuals and companies in navigating grief from various life changes including death, divorce, diagnosis and workplace change.
The new duty to prevent sexual harassment and what it means for employers
The Women and Equalities Select Committee published a report in 2018 which highlighted the extent to which sexual harassment in the workplace remains persistent. As a result, the government is bringing into force on 26 October 2024 the Worker Protection (Amendment of Equality Act 2010) Act 2023 which will:-
On 16 September 2024, Jones Chase was very proud to celebrate 10 incredible years in business.
Not enough gratitude can be expressed to the countless people who have been on this journey with us and who supported Jones Chase from the very start.
The King’s Speech on 17 July 2024 contained numerous employment law reforms. You can find a summary below of the bills the new government intends to introduce to Parliament and the policy priorities which do not require legislation.
We are pleased to share the final instalment of our trilogy of articles concerning sickness in the workplace, this article deals with long-term sickness.
In this second instalment of our trilogy of articles dealing with employment law issues surrounding sickness, we provide some key practical tips for employers. Employers need to think carefully about what to include in their sickness absence policy.
Sickness and sick pay are often difficult issues to deal with within the workplace. In this series of three articles, Simren Savjani and the other team members at Jones Chase explain some critical things for employers and employees to understand when dealing with sickness in the workplace. This first article deals with the concept of sick pay.
Jones Chase’s A-Z Employment Law Series In this video, James discusses the crucial aspects of unfair dismissal, including what makes
In today’s ever changing working environment, flexible working arrangements are rapidly becoming the norm. As organisations strive to attract and retain top talent, embracing flexibility has become a key competitive advantage.
We are incredibly proud to say that Jones Chase’s in-house band, Hot Damn! took part in the battle of the bands event at Law Rocks earlier this month.
The purpose of TUPE is to preserve the continuity of employment and terms and conditions of employees who are transferred to a new employer where a ‘relevant transfer’ takes place. TUPE is essentially a “statutory novation” of an employment contract.
Employment law has changed in a number of key areas in 2024 and employers need to update their policies, as an absolute minimum.
Several changes are to take place, and have taken place, in employment law in 2024. There are 9 major changes to be aware of.
This final instalment in our neurodiversity series focuses on practical strategies and resources that employers can implement to build inclusive workplaces and to attract and empower neurodivergent employees. Previously, in articles 1 and 2 we defined neurodiversity and explored relevant employment law legislation applicable to neurodiversity.
In our previous article, we explored essential neurodiversity-related terms and discussed the importance of recognising the diverse range of thinking styles and experiences. This article focuses on the legal landscape, specifically outlining employment law aspects that employers must understand to ensure compliance.
Understanding neurodiversity’s nuances is essential for building genuinely inclusive workplaces. This series aims to demystify the topic, providing employers and HR executives with practical strategies to empower and uplift neurodivergent employees.
The government has announced the annual increases to employment tribunal compensation limits and statutory redundancy payments. The new limits will apply where the relevant termination date is on or after 6 April 2024.
One of the core IWD missions this year is to forge inclusive work cultures where women’s careers thrive, and their achievements are celebrated.
Domonic discusses both the essential and commercial aspects of a contract of employment which should be considered when drafting the document.
We have rounded up the top five employment law changes for you to look out for in 2024. These changes will have considerable implications for both individuals and employers.
In this video, Jessica discusses garden leave – what it is, why it is used, and the effect it has on the contract of employment.
Christmas Special Employment Webinar recording, an in-depth review of key employment law developments from 2023 from the team.
The Government has announced the new rates of the National Living Wage and the National Minimum Wage which will come into force from April 2024.
In a recent podcast with Adam Hopkinson, Dean Jones, our Managing Partner, opens up about his journey, sharing stories of successes and challenges, whilst explaining his motivation behind why he chose to set up Jones Chase.
The Government has published its response to the consultation of ‘Retained EU employment law reforms’. The original consultation was seeking views on reforms to the Working Time Regulations (WTR) 1998, holiday pay and the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). The consultation ran from 12 May to 7 July 2023.
There is a statutory obligation on employers to provide their employees and workers with a written statement of employment particulars as listed in section 1 of the Employment Rights Act 1996. These essential particulars are referred to as a “section 1 statement” and will often appear in a contract of employment.
On 20 July 2023, the Employment Relations (Flexible Working) Bill received Royal Assent. This will result in several changes to the current flexible working regime through the Employment Relations (Flexible Working) Act 2023:
On 18 September 2023, the Workers (Predictable Terms and Conditions) Act received Royal Assent. Due to come into force in around a year’s time, the Act will amend the Employment Rights Act 1996 to give certain workers, agency workers and employees a new statutory right to request a predictable work pattern if they meet the following criteria:
It is important that all stages of recruitment are carried out in a fair and non-discriminatory manner. This video presents some of the legal issues to consider when preparing and asking questions at the interview stage of a recruitment process.
A good culture within the workplace produces a variety of benefits which are seen by both the company and the employee. Organisations are continually striving to improve their workplace culture and individuals consider culture as a key factor in determining their next role. This article looks at the importance of a good culture within the workplace for employers and some tips on how to improve it.
I have very much enjoyed my first 5 months at Jones Chase. I quickly realised this law firm truly prioritises our clients, which is evident in their exceptional work ethic and high standards.
The case this month is…. Miss Clare Jackson v The University Hospitals of North Midlands July 2023. An Employment Appeal Tribunal decision on the termination of Miss Jackson’s employment.
Jones Chase’s A-Z of Employment Law Series Settlement agreements are a legally binding contract that is made between an employee
This video is asking some of the factors you need to take in to account in a Bring Your Whole Self to Work policy and ends with a list of 5 pros and 5 cons of such a policy/ethos.
The case this month is…. Mrs K Higgs v Farmors School, 16 June 2023.
It is being rolled out in multiple workplaces for various different functions, and the benefits are evident. That being said, there are risks involved that companies should be aware of:
On 12 May 2023, the government published a consultation paper on Retained EU Employment Law.
The government has announced plans to limit the length of non-compete clauses to a maximum of three months.
A number of important actual and proposed legislative changes have arisen in UK employment law recently and we would like to update you on these.
The Women and Equalities Select Committee (WESC) published a report in 2018 which highlighted the extent to which sexual harassment in the workplace remains persistent. WESC’s conclusion and recommendations, as well as the government’s response to these, can be accessed via the link below.
The case this month is…. Mr M Daniels v United National Bank and Mr Firth. An Employment Tribunal decision on why Mr Daniels was dismissed from his role as Chief Risk Officer
Jones Chase’s A-Z of Employment Law Series Discussion on the vento bands, case law that differentiates the lower, middle and
On 6 June 2022, 61 companies and approximately 2,900 workers across the UK began a six-month trial of a four-day working week. The pilot scheme, led by 4 Day Week Global, is based on the 100-80-100™ model – 100% of the pay, for 80% of the time, in exchange for a commitment to 100% output.
Learn about Domonic’s journey as a trainee solicitor from his working life through to what he is looking to achieve.
The matter this month is…. Investigation report – formal complaints about the conduct of the Right Honourable Dominic Rabb, an investigation focussing on the allegations of bullying, what is bullying and the response of the individual to such an allegation.
With several anticipated changes to family-friendly rights in employment, we want to ensure you are kept up to date with the latest developments. Josephine has created this short video to provide an update regarding making employees on maternity leave or shared parental leave redundant.
The theme for International Women’s Day 2023 is #EmbraceEquity. This year’s campaign aims to help us understand the critical difference between equity and equality, with a focus on how gender equity needs to be part of every society.
Podcast Episode 2. The case this month is…. Cox v NHS Commissioning Board 2023 ET, a race discrimination case focussing on the Tribunal decision process, in particular inference and credibility.
Josephine is a senior specialist employment lawyer with over 15 years of practical experience working primarily with senior executives and individuals. She has returned to Jones Chase after her second period of maternity leave. Here is how she has found her return and what she is looking forward to.
Podcast Episode 1 – The case this month is…. McAllister v Revenue and Customs Commissioners [2022] EAT 87, a disability discrimination case focussing on proportionality and achieving legitimate aims. Presented by Susanna Rynehart and Shona Newmark
With a new year, comes a new catalogue of expected developments in employment law. From highly anticipated decisions of the Supreme Court and Court of Appeal to a collection of Private Members’ Bills currently passing through Parliament, in this article we outline some of the key employment law changes to look out for in 2023.
My first 6 months at Jones Chase has been a great experience. I have been overwhelmed by the determination of the team in getting great results for our clients and the guiding principle that there is always something that can be done. This belief makes the role particularly rewarding, and means that no one case is approached in the same way.
The final Your Employment Webinar of the year, thank you for supporting our webinar project in 2022. In this webinar, our team of employment law experts covered:-
🗝 Key Employment Law Developments of 2022 – a year in review.
Your Employment Webinar – Key Employment Law Cost-Saving Strategies to Help Businesses During A Recession
The UK is facing a period of significant financial disruption and we are already seeing the direct effect of this. That said, suffering a downturn in turnover does not automatically mean that businesses need to look to make redundancies.
The landscape of UK employment law has seen significant developments in 2024, reflecting evolving workplace norms and government priorities. Below, we explore the key legislative changes, upcoming measures and notable case law from a highly transformative 12 months.
Led by Harriet Bowtell, Senior Associate, our experts at Jones Chase explored the current legal context behind sexual harassment, the new duty on employers and what practical steps can be taken to help compliance with the new duty.
In this part two, James provides some top tips for both employers and employees in dealing with unfair dismissal.
This week is stress awareness week.
Under the Management of Health and Safety at Work Regulations 1999, employers are required to make a ‘suitable and sufficient’ assessment of the risks to the health and safety of their employees.
As of 26 October 2024, there is a new proactive duty on employers to take “reasonable steps” to prevent the sexual harassment of their employees in the course of employment.
Further to our article on 18th July 2024 on 10th October 2024 the Government unveiled the details of the new proposed Employment Rights Bill ( ‘the Bill’), a full copy of which can be read here.
Once passed through Parliament, this will be recognised as the biggest update to Employment Rights in decades as the Bill proposes to introduce key reforms focusing on enhancing employment rights. We summarise the key proposals below.
For this webinar recording, we had the privilege of presenting alongside Lizzie Pickering, an expert who supports individuals and companies in navigating grief from various life changes including death, divorce, diagnosis and workplace change.
The new duty to prevent sexual harassment and what it means for employers
The Women and Equalities Select Committee published a report in 2018 which highlighted the extent to which sexual harassment in the workplace remains persistent. As a result, the government is bringing into force on 26 October 2024 the Worker Protection (Amendment of Equality Act 2010) Act 2023 which will:-
On 16 September 2024, Jones Chase was very proud to celebrate 10 incredible years in business.
Not enough gratitude can be expressed to the countless people who have been on this journey with us and who supported Jones Chase from the very start.
The King’s Speech on 17 July 2024 contained numerous employment law reforms. You can find a summary below of the bills the new government intends to introduce to Parliament and the policy priorities which do not require legislation.
We are pleased to share the final instalment of our trilogy of articles concerning sickness in the workplace, this article deals with long-term sickness.
In this second instalment of our trilogy of articles dealing with employment law issues surrounding sickness, we provide some key practical tips for employers. Employers need to think carefully about what to include in their sickness absence policy.
Sickness and sick pay are often difficult issues to deal with within the workplace. In this series of three articles, Simren Savjani and the other team members at Jones Chase explain some critical things for employers and employees to understand when dealing with sickness in the workplace. This first article deals with the concept of sick pay.
Jones Chase’s A-Z Employment Law Series In this video, James discusses the crucial aspects of unfair dismissal, including what makes
In today’s ever changing working environment, flexible working arrangements are rapidly becoming the norm. As organisations strive to attract and retain top talent, embracing flexibility has become a key competitive advantage.
We are incredibly proud to say that Jones Chase’s in-house band, Hot Damn! took part in the battle of the bands event at Law Rocks earlier this month.
The purpose of TUPE is to preserve the continuity of employment and terms and conditions of employees who are transferred to a new employer where a ‘relevant transfer’ takes place. TUPE is essentially a “statutory novation” of an employment contract.
Employment law has changed in a number of key areas in 2024 and employers need to update their policies, as an absolute minimum.
Several changes are to take place, and have taken place, in employment law in 2024. There are 9 major changes to be aware of.
This final instalment in our neurodiversity series focuses on practical strategies and resources that employers can implement to build inclusive workplaces and to attract and empower neurodivergent employees. Previously, in articles 1 and 2 we defined neurodiversity and explored relevant employment law legislation applicable to neurodiversity.
In our previous article, we explored essential neurodiversity-related terms and discussed the importance of recognising the diverse range of thinking styles and experiences. This article focuses on the legal landscape, specifically outlining employment law aspects that employers must understand to ensure compliance.
Understanding neurodiversity’s nuances is essential for building genuinely inclusive workplaces. This series aims to demystify the topic, providing employers and HR executives with practical strategies to empower and uplift neurodivergent employees.
The government has announced the annual increases to employment tribunal compensation limits and statutory redundancy payments. The new limits will apply where the relevant termination date is on or after 6 April 2024.
One of the core IWD missions this year is to forge inclusive work cultures where women’s careers thrive, and their achievements are celebrated.
Domonic discusses both the essential and commercial aspects of a contract of employment which should be considered when drafting the document.
We have rounded up the top five employment law changes for you to look out for in 2024. These changes will have considerable implications for both individuals and employers.
In this video, Jessica discusses garden leave – what it is, why it is used, and the effect it has on the contract of employment.
Christmas Special Employment Webinar recording, an in-depth review of key employment law developments from 2023 from the team.
The Government has announced the new rates of the National Living Wage and the National Minimum Wage which will come into force from April 2024.
In a recent podcast with Adam Hopkinson, Dean Jones, our Managing Partner, opens up about his journey, sharing stories of successes and challenges, whilst explaining his motivation behind why he chose to set up Jones Chase.
The Government has published its response to the consultation of ‘Retained EU employment law reforms’. The original consultation was seeking views on reforms to the Working Time Regulations (WTR) 1998, holiday pay and the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). The consultation ran from 12 May to 7 July 2023.
There is a statutory obligation on employers to provide their employees and workers with a written statement of employment particulars as listed in section 1 of the Employment Rights Act 1996. These essential particulars are referred to as a “section 1 statement” and will often appear in a contract of employment.
On 20 July 2023, the Employment Relations (Flexible Working) Bill received Royal Assent. This will result in several changes to the current flexible working regime through the Employment Relations (Flexible Working) Act 2023:
On 18 September 2023, the Workers (Predictable Terms and Conditions) Act received Royal Assent. Due to come into force in around a year’s time, the Act will amend the Employment Rights Act 1996 to give certain workers, agency workers and employees a new statutory right to request a predictable work pattern if they meet the following criteria:
It is important that all stages of recruitment are carried out in a fair and non-discriminatory manner. This video presents some of the legal issues to consider when preparing and asking questions at the interview stage of a recruitment process.
A good culture within the workplace produces a variety of benefits which are seen by both the company and the employee. Organisations are continually striving to improve their workplace culture and individuals consider culture as a key factor in determining their next role. This article looks at the importance of a good culture within the workplace for employers and some tips on how to improve it.
I have very much enjoyed my first 5 months at Jones Chase. I quickly realised this law firm truly prioritises our clients, which is evident in their exceptional work ethic and high standards.
The case this month is…. Miss Clare Jackson v The University Hospitals of North Midlands July 2023. An Employment Appeal Tribunal decision on the termination of Miss Jackson’s employment.
Jones Chase’s A-Z of Employment Law Series Settlement agreements are a legally binding contract that is made between an employee
This video is asking some of the factors you need to take in to account in a Bring Your Whole Self to Work policy and ends with a list of 5 pros and 5 cons of such a policy/ethos.
The case this month is…. Mrs K Higgs v Farmors School, 16 June 2023.
It is being rolled out in multiple workplaces for various different functions, and the benefits are evident. That being said, there are risks involved that companies should be aware of:
On 12 May 2023, the government published a consultation paper on Retained EU Employment Law.
The government has announced plans to limit the length of non-compete clauses to a maximum of three months.
A number of important actual and proposed legislative changes have arisen in UK employment law recently and we would like to update you on these.
The Women and Equalities Select Committee (WESC) published a report in 2018 which highlighted the extent to which sexual harassment in the workplace remains persistent. WESC’s conclusion and recommendations, as well as the government’s response to these, can be accessed via the link below.
The case this month is…. Mr M Daniels v United National Bank and Mr Firth. An Employment Tribunal decision on why Mr Daniels was dismissed from his role as Chief Risk Officer
Jones Chase’s A-Z of Employment Law Series Discussion on the vento bands, case law that differentiates the lower, middle and
On 6 June 2022, 61 companies and approximately 2,900 workers across the UK began a six-month trial of a four-day working week. The pilot scheme, led by 4 Day Week Global, is based on the 100-80-100™ model – 100% of the pay, for 80% of the time, in exchange for a commitment to 100% output.
Learn about Domonic’s journey as a trainee solicitor from his working life through to what he is looking to achieve.
The matter this month is…. Investigation report – formal complaints about the conduct of the Right Honourable Dominic Rabb, an investigation focussing on the allegations of bullying, what is bullying and the response of the individual to such an allegation.
With several anticipated changes to family-friendly rights in employment, we want to ensure you are kept up to date with the latest developments. Josephine has created this short video to provide an update regarding making employees on maternity leave or shared parental leave redundant.
The theme for International Women’s Day 2023 is #EmbraceEquity. This year’s campaign aims to help us understand the critical difference between equity and equality, with a focus on how gender equity needs to be part of every society.
Podcast Episode 2. The case this month is…. Cox v NHS Commissioning Board 2023 ET, a race discrimination case focussing on the Tribunal decision process, in particular inference and credibility.
Josephine is a senior specialist employment lawyer with over 15 years of practical experience working primarily with senior executives and individuals. She has returned to Jones Chase after her second period of maternity leave. Here is how she has found her return and what she is looking forward to.
Podcast Episode 1 – The case this month is…. McAllister v Revenue and Customs Commissioners [2022] EAT 87, a disability discrimination case focussing on proportionality and achieving legitimate aims. Presented by Susanna Rynehart and Shona Newmark
With a new year, comes a new catalogue of expected developments in employment law. From highly anticipated decisions of the Supreme Court and Court of Appeal to a collection of Private Members’ Bills currently passing through Parliament, in this article we outline some of the key employment law changes to look out for in 2023.
My first 6 months at Jones Chase has been a great experience. I have been overwhelmed by the determination of the team in getting great results for our clients and the guiding principle that there is always something that can be done. This belief makes the role particularly rewarding, and means that no one case is approached in the same way.
The final Your Employment Webinar of the year, thank you for supporting our webinar project in 2022. In this webinar, our team of employment law experts covered:-
🗝 Key Employment Law Developments of 2022 – a year in review.
Your Employment Webinar – Key Employment Law Cost-Saving Strategies to Help Businesses During A Recession
The UK is facing a period of significant financial disruption and we are already seeing the direct effect of this. That said, suffering a downturn in turnover does not automatically mean that businesses need to look to make redundancies.
