Welcome to November’s Workplace law. This month we have a video on the alternative dispute resolution options available in an employment tribunal and a selection of articles on topics including guidance for employers on the recent changes to holiday pay, working time and TUPE, handling requests for a predictable working pattern plus important guidance for employers following the recent Autumn Statement.
If you have any questions about any of the topics raised in Workplace Law, please do get in touch.
Alternative dispute resolution options in employment tribunals
Ben Stepney and Ashley Matthews discuss the alternative dispute resolution options available in an employment tribunal with particular focus on the recent precedential guidance that has been issued on this subject.
Brexit and Employment Law
The Government has announced changes to the law regarding holiday pay, working time and TUPE, which will take effect in the new year. We consider the key changes that employers need to be aware of.
The Autumn statement: Guidance for employers and employees
The Autumn statement announced changes employers will need to be aware of, including in relation to pensions, off-payroll working (IR35) and minimum wage rates. We look at the key announcements for employers.
ACAS produces guidance on handling requests for a predictable working pattern
Workers with unpredictable hours will be able to request a more stable working pattern in 2024. ACAS has issued a draft code to guide employers on how to respond to these requests. This article considers the draft code and what employers of casual labour should do to prepare.
Save the date
We are looking forward to hosting our next virtual HR Club on Wednesday 24 January 2024 at 11:00, where we will deliver a briefing and brainstorming session, looking at what we can expect employment law-wise in the next 12 months. After the presentation we will invite questions and brainstorm how these developments might impact your organisation in 2024.
Put the date in the diary, more details to follow.