I have lost count of how many times, over the past decade, I have deleted the word “gender” in a client’s equality policy and replaced it with the word “sex”, not through any ideological conviction but simply because it reflects the wording in the Equality Act 2010.
Read MoreIn previous updates, we outlined that the Employment (Allocation of Tips) Act 2023 (“the Tipping Act”) received Royal Assent in May 2023 and will come into force on 1 October 2024.
In May 2024, the House of Lords approved the Government’s draft Code of Practice on the fair and transparent distribution of tips (“the Code of Practice”).
Read MoreOur quarterly employment law newsletter, dealing in this edition with recent cases and proposed changes to fire and re-hire practices and the use of fit notes
Read MoreOur quarterly employment law newsletter, dealing in this edition with recent cases, new legislation and changes effective from 6 April 2024
Read MoreOur quarterly employment law newsletter, dealing in this edition with recent cases, new legislation and the Labour Party’s proposed reforms.
Read MoreViews in the “transgender debate” are often strongly held (or, in the words of a recent tribunal decision, ”rhadamanthine”) . In most workforces of any size, there will be a range of views regarding whether a trans-woman is actually a woman and on related topics such as transgender participation in women’s sport or the use of single-sex facilities, such as changing rooms and toilets.
Read MoreFor many decades, the extent to which a UK employer can prevent its most senior and business-critical employees from leaving to start up in competition or join a competitor has been subject to common law rules relating to restraint of trade.
Read MoreThe Employment (Allocation of Tips) Act 2023
On 2 May 2023, The Employment (Allocation of Tips) Bill received Royal Assent and is now law, although not yet in force.
Read MoreOn 10 May 2023, the government announced that it proposed making three significant changes to employment law.
Read MoreThe latest, much-publicised Tribunal decision in the case of Forstater -v- CGD Europe & others deals with the extent to which an employee holding ‘gender-critical’ beliefs is protected from less favourable treatment, a topic which is also addressed in Mackereth -v- Department of Work and Pensions
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