Government outlines its proposals for Plan B mandatory COVID certification

In its COVID Autumn and Winter Plan (see our Be Aware of 15 September 2021), the government committed to providing more detail about its proposals for mandatory COVID certification in England in certain designated settings. This forms part of its Plan B for tackling the pandemic and would only take effect in the event that …

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Information Commissioner’s call for views on employment practices: a survey for employers

The Information Commissioner’s Office (ICO) is calling for views on data protection and employment practices to help them shape their upcoming guidance products which will see existing guidance replaced with “a new, more user-friendly online resource with topic-specific areas”. DLA Piper’s employment group will be submitting a response to the ICO’s call for views and …

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Government launches consultation on extension of right to request flexible working

The Government has today published its heavily-trailed consultation Making Flexible Working the Default on new proposals to make the right to request flexible working a day 1 entitlement, as well as its response to consultation on a new right to unpaid carer’s leave. Currently the statutory right to request flexible working only applies to employees …

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The COVID-19 Autumn and Winter Plan: Key points for employers

The UK government has outlined its COVID-19 response for autumn and winter for England and stated that the main line of defence to the coronavirus pandemic is now vaccination rather than lockdown.  The government’s response includes both a Plan A – the intended approach which will be taken through autumn and winter – and a …

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CJRS: Less than 1 month until close – Key redundancy considerations for employers

Over seventeen months since its first launch in March 2020 – and following a number of surprise extensions along the way – the Coronavirus Job Retention Scheme (CJRS) has now entered its final month. It will draw to a close on 30 September 2021.  Over 11.5 million jobs have been supported by the scheme, allowing …

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New rules on self-isolation: What employers need to know

Today marks a landmark moment in the self-isolation rules implemented to help manage the coronavirus pandemic in England. Now, close contacts of someone who has tested positive for coronavirus will not have to automatically self-isolate for 10 days, provided they are fully vaccinated* or are aged under 18 years 6 months. This development is hugely …

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Return to workplaces: key considerations for employers – survey results

On 16 July we launched our Return to workplaces survey seeking views on what employers are planning for their workforce as more people return to the workplace. Over 90 organisations responded, revealing an overall picture of a cautious return with a wide range of COVID safety measures remaining in place for some time to come. …

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COVID-19: Government response to ‘pingdemic’ – Key issues for employers

Recent days have seen a flurry of COVID-19 related developments as the government seeks to react to the impact of millions of workers being ‘pinged’ by the COVID-19 App and  informed they should self-isolate for up to 10 full days.  This has led to significant workforce shortages across all sectors placing significant pressures on frontline …

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Health is everyone’s business: Government response to consultation is published

Just over 2 years ago, the government published a consultation paper seeking views on its proposals to reduce ill-health related job losses. The details are set out in our Be Aware of 15 July 2019.  Now, the government has finally published its response. The response highlights the government’s desire to focus on supporting individuals to …

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Government to introduce duty on employers to prevent workplace sexual harassment

In the UK, the #MeToo movement prompted various investigations, reports and initiatives addressing the issue of sexual harassment in the workplace including activity by the EHRC and the Women and Equalities Select Committee. In terms of specific government action, in 2019, the Equalities Office published a consultation paper on sexual harassment in the workplace which …

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Return to workplaces: key considerations for employers – a survey

For many businesses, a return to the workplace if finally on the horizon.  However, the road to return may not be straight-forward for all, with complex employment law and data privacy considerations at play. With this in mind, we are launching a 5 minute anonymous survey covering some of the key issues impacted by the …

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Guidance published on working safely from 19 July as employers prepare for return to workplaces

Ahead of the move to Step 4 of the Roadmap on 19 July, the Government has published guidance for businesses on working safely during COVID-19 and reducing the risk in workplaces. The following guidance has been published: Step 4 overview Construction and other outdoor work Events and attractions Hotels and guest accommodation Offices, factories and …

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Government confirms plans for Step 4 of its COVID-19 Roadmap

*UPDATE 12 JULY 2021* The Government has today confirmed that it will move to step 4 of the COVID-19 Roadmap on Monday 19 July 2021.   However,  the emphasis of today’s announcement has shifted slightly with the public being urged to continue to act carefully and to remain cautious while the number of coronavirus cases is …

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Delay to further easing of lockdown restrictions means ‘work from home’ guidance continues

Today the government has formally confirmed the information, leaked in part to the media over the weekend, that it is potentially postponing full easing of lockdown restrictions in England by  a period of 4 weeks. Subject to a review in 2 weeks’ time, this means that it is likely there will be no change to …

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Gender critical beliefs can be protected philosophical beliefs under the Equality Act

The EAT has today allowed the appeal in Maya Forstater v CGD Europe and others, holding that gender-critical beliefs, including the belief that sex is binary, immutable and not to be conflated with gender identity, did qualify for protection as a philosophical belief under the Equality Act. The Claimant had engaged in debates on social …

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