26 October 2024 is a landmark date for employers – for the first time, they will have a positive duty to take reasonable steps to prevent sexual harassment in the workplace. Now, with a month to go, the Equality and Human Rights Commission (EHRC) has just published its updated technical guidance on sexual harassment and […]
EHRC publishes updated guidance on sexual harassment and harassment at work Read More »
At a glance From 1 January 2025, the UK Home Office will be transitioning towards a fully digitalised immigration system. Physical visa documents, such as stamps and cards will no longer be required to evidence permission to enter, live and work in the UK. Instead, permission will be held and evidenced via an online record,
UK Immigration update: eVisas, ETA and the digital immigration system Read More »
In February 2022, the High Court granted a highly unusual injunction preventing Tesco from using so-called ‘fire and re-hire’ to implement changes to terms and conditions for some of its workforce in order to remove a ‘permanent’ contractual entitlement to enhanced pay (see Be Aware 3 February 2022). The Court of Appeal overturned the injunction
At a glance The Workers (Predictable Terms and Conditions) Act 2023 (WPTCA) received Royal Assent in September 2023 and was expected to be brought into force in September 2024 No commencement regulations have been passed It is now being reported that the WPCTA will not be brought into force Instead the government plans to bring
The King’s Speech has today been given to both houses of Parliament. In line with the Labour party’s pre-election plan to make work pay and deliver a new deal for working people, the speech, along with accompanying background briefing notes, has confirmed a significant number of major employment law reforms. The most impactful include Labour’s
King’s Speech confirms major employment law reforms Read More »
Continuing with our series of articles focussed on topical issues for employers in the Hospitality and Leisure sector, we are today looking at steps employers should be taking in advance of October 2024, when employers will be under a new duty to prevent sexual harassment. We will also consider the potential further strengthening of the
At a glance On 26 October 2024, new laws will put a new positive obligation on employers to take reasonable steps to prevent workplace sexual harassment. The Equality and Human Rights Commission (EHRC) has now issued a consultation seeking views on updates to its existing technical guidance (issued in 2020) assisting employers to understand their
Workplace sexual harassment: EHRC launches consultation on updated guidance Read More »
Carried interest is a common financial incentive for individual investment fund managers (Fund Managers). The Fund management team will generally be employees of an entity separate from the Fund (for example, the Fund’s investment advisory or management entity) and will receive an annual salary for providing investment advisory services to the Fund. In addition to
Financial Services in Focus: Carried interest: Key employment considerations Read More »
The Labour party launched its 2024 General Election manifesto on 13 June; coming 2 days after launch of the Conservative manifesto, we are now able to assess how the main parties’ respective pledges on workplace rights could affect the employment law landscape. Labour manifesto As heavily trailed, there are not many surprises in Labour’s manifesto.
Continuing with our series of articles focussed on issues for employers in the Hospitality and Leisure sector, we are today considering three issues related to franchising. The term ‘franchising’ can be used to describe many different forms of business relationship, including licensing, distributor agreements and agency arrangements. According to the British Finance Association: “in its
Hospitality and Leisure Focus: Franchising: Three common issues Read More »
ESG is a term used to describe a collection of considerations and issues that fall within 3 main themes: ‘Environment, Social and Governance’. It was originally coined as a set of metrics to quantifiably assess ethical investment practices but has since expanded in scope to form a useful basis from which to frame the narrative
An Introduction to ESG for HR Professionals: Article 1 – Introduction Read More »
In our previous article we introduced our latest Be Aware series ‘An Introduction to ESG for HR Professionals’. As we dive deeper into the key considerations of each ‘letter’ in the acronym, the first of these ESG pillars we are considering is E for ‘Environment’. It goes without saying that the climate emergency is vast,
An Introduction to ESG for HR Professionals: Article 2 – Environment Read More »
The second of the ESG pillars we are considering as part of our series ‘An Introduction to ESG for HR Professionals’ is S for Social. The ‘S’ Pillar relates to the considerations that a company must be aware of when navigating its social environment– this includes its interactions with employees, local communities and the wider
An Introduction to ESG for HR Professionals: Article 3 – Social Read More »
In recent times, environmental and social considerations have understandably risen to the top of our cultural agenda. The corporate world, driven by an increasing need to satisfy a wider stakeholder base, has followed the trend and as a result, the third pillar of ESG – ‘Governance’ – often finds itself an afterthought in the wider
An Introduction to ESG for HR Professionals: Article 4 – Governance Read More »
As we move into the new legislative and tax year, there are a raft of recent and impending changes which will have significant impact on employers in the Hospitality and Leisure sector. The Employment Group at DLA Piper works with a huge range of employers in this sector, advising on all aspects of the employment
Hospitality and Leisure Focus: Distribution of tips and gratuities Read More »
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