Employment Tribual rules Care Home Worker Not Unfairly Dismissed for Refusing Covid-19 Vaccine
The Employment Tribunal has considered the first of a tranche of anticipated claims for unfair dismissal, as a result of businesses implementing a mandatory covid-19 vaccination policy. In this case the tribunal determined that the employee had NOT been unfairly dismissed for refusing to be vaccinated. Whilst the Respondent in this case was a nursing home for the elderly, the decision to...Read More
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Employers! Upcoming changes to minimum wage rates
On 27th October the Government released 2021’s Autumn Budget and Spending Review. In it marked some upcoming changes that will affect employers going into 2022. In particular, it set out the rate increases for national minimum wage that will come into effect on 1st April 2022. Read More
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Healthcare works: no jab, no job
On 22nd July 2021 the Government passed legislation that will make it compulsory for care home workers to be vaccinated as from 22nd November 2021. Given the low take up of the vaccine amongst care home staff; the risk COVID poses to the vulnerable; and the impending flu season; the Government are clearly eager to take action to protect those most at risk from Covid-19. However, this...Read More
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Business Interruption Insurance and Infectious Disease Clauses
In January 2021 the Supreme Court’s judgment in respect of business interruption insurance was a lifeline to many business across the country. However, as part of those test cases, the court was not asked to consider clauses where infectious diseases were defined. This left many still having to battle with insurers for a pay-out. A recent decision in the High Court has clarified the...Read More
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Consumer Rights; have you been unable to fly due to the pandemic?
On 31st October 2020 the government announced an England wide lockdown, which banned travel abroad unless it was essential, for example for work. On 5th November 2020 the Health Protection (Coronavirus Restrictions) (England) (No. 4) Regulations 2020 were enacted. These prevent people leaving their home without ‘reasonable excuse’. In case you were wondering, a holiday is not a reasonable...Read More
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Conoravirus Job Retention Scheme
On 31 October 2020, the government announced that the Coronavirus Job Retention Scheme (CJRS) – also known as the Furlough Scheme – will remain open until 2nd December 2020, with employees receiving 80% of their current salary for hours not worked, up to a maximum of £2,500. Under the initial furlough scheme, the government paid 80% of pay up to £2,500 per month from March to August,...Read More
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The New Job Support Scheme
Earlier today, Rishi Sunak announced the new Job Support Scheme. As the current furlough scheme comes to an end on 31st October, the new six months scheme is set to replace it, focusing on bringing employees back to work rather than keeping jobs open only inside the scheme. The new scheme will support the wages of those working, with the government subsidising the pay of employees who are...Read More
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New Flexible Furlough Scheme – An Overview
The new flexible furlough scheme is coming into force on 1st July, accompanied by new government guidance and changes to the old one. Employers can now furlough employees on a part-time basis, meaning they can work for some days of the week and be furloughed for others. Employers will then be able to claim the Coronavirus Job Retention Scheme (CJRS) grant for any hours not worked. 1....Read More
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Business Interruption Insurance – do you have a claim?
On 23rd March 2020 the Government announced that all restaurants, pubs, gyms and other leisure businesses should be shut as a result of the COVID-19 pandemic. It also announced that anyone that can work remotely should. Naturally, many turned to their business interruption insurance policies to provide cover for the financial losses suffered as a result of the coronavirus outbreak. This...Read More
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EMPLOYMENT UPDATE: Will your contracts be compliant come 6th April 2020?
At present employers are required to provide employees with a written statement of particulars of employment before their employment starts and within at least 2 months of the start date. That statement must set out certain information, such as pay, hours, the grievance and disciplinary policies. This is not an exhaustive list. However, key changes will come into effect from 6th April 2020...Read More
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