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Our Employment law team produces regular updates and information sheets to keep our clients up-to-date with changes in employment legislating and topical employment issues that will affect their business. Click on the links below for more information:

  • The Agency Workers Regulations 2010: are you ready?
    The Regulations, which came into force on 1 October 2011, impact not only on the treatment of agency workers, but also on what information must be disclosed by an employer to employee representatives in collective redundancy, collective bargaining and TUPE transfer situations.
  • Equality Act 2010  
    The Equality Act received Royal Assent on 8 April 2010, shortly before the Labour Government left office. Its purpose is to consolidate and strengthen the law, by replacing the nine existing major pieces of discrimination legislation with one set of rules aimed at achieving greater equality, as well as introducing some new concepts. Whilst there remains uncertainty as to whether the Coalition Government will bring all of its provisions into force, the main parts relating to employment law take effect on 1 October 2010. This guide examines the new Act and its implication for employers.
  • Guide to time off for training
    The right to request time off work for study or training came into force on 6 April for employers with 250 or more employees. We have produced a client guide summarising this new right.
  • a client guide to fit notes
    A new Statement of Fitness for Work, or so-called 'fit note', replaces the existing 'sick note' from 6 April 2010. This guide summarises the new statement and potential implications for employers."
  • Safeguarding Vulnerable Groups
    In 2009 the first phase of a new regime was introduced for regulating those who work with children or vulnerable adults under the Safeguarding Vulnerable Groups Act 2006 (the Act). A wider range of activities and people are caught by the Act than under the previous regime, and affected employers need to be aware of their legal obligations to avoid potential criminal liability.
  • dealing with sickness absence
    This guide summarises the ways in which employers can manage sickness absence, the potential legal claims which may arise, and the importance of having a sickness absence policy.
  • a client guide to employment injunctions
    This client guide looks at employment injunctions, when they are sought, the process involved and the practical issues to consider.
  • guide to disciplinary procedures 
    This client guide considers the need for a disciplinary procedure, the implications of not having one, and how such a procedure should operate.
  • guide to grievance procedures
    This client guide focuses on some of the legal implications that arise from having, or not having a grievance procedure, how such procedures should operate, and recent changes in the law.
  • business immigration – new sponsor licensing for migrant workers
    From the end of November 2008, Work Permits will be abolished and an entirely new, Australian style points-based system of work-related migration introduced.
  • changing contractual terms
    Throughout the life of the employment, terms and conditions are amended and altered to keep up with changing circumstances.  Some changes to minor clauses may go unchallenged, other changes take place by mutual consent.  
  • substance abuse testing in the workplace - the legal background The following is a summary of the legal issues that need to be taken into account by any employer who is considering introducing medical testing for substance abuse or alcohol. It should also be of assistance to any employer who already has a policy on testing but who is unsure or concerned about using it.
  • flexible working – the statutory right to make a request Employers are under a statutory duty to consider applications by certain employees for flexible working.  The legislation sets out a procedure for employers to follow in the event of an application by an employee, and employees will be entitled to make claims against employers in the event that those procedures are not followed.
  • maternity rights
    Statutory maternity rights were revised in 2008. This guide summarises the statutory rights and the impact of case law on maternity rights.
  • parental leave and time off to care for dependants Employees have the right to take parental leave and the right to take time off work to care for dependants in the event of family emergencies.
  • proving the right to work – the employer's duty
    It is illegal to employ someone who has not been granted leave to enter or remain in the UK, who has no right to work in the UK, or no right to do the work being offered. The Immigration, Asylum and Nationality Act 2006 has introduced a new system whereby an on the spot civil penalty can be imposed for employers who have negligently employed an illegal worker.
  • rights of part-time workers
    Part-time workers have a statutory right to be treated no less favourably than their comparable full-time colleagues.  Employers must, therefore, ensure that they do not treat part-timers less favourably both to avoid a breach of this right, and in any event, to avoid potential sex discrimination claims due to the higher proportion of part-time workers who are women.
  • smoke-free legislation: the implications for employers Most employers are aware that it is illegal to smoke or allow smoking in the workplace throughout the UK. A number of regulations under the Health Act 2006 provide that all workplaces must be smoke free – with some exceptions. This guide summarises the requirements of the legislation and practical ways for employers to comply with it.
  • holidays
    This guide summarises a worker's statutory rights to paid annual leave, and how they relate to agreed contractual rights. We then go on and look at some common issues which arise.
  • the National Minimum Wage Act 1998
    Under the National Minimum Wage Act 1998 all workers in the UK are entitled to a statutory national minimum wage (NMW). This covers all sectors of the economy, and all companies regardless of their size. This guide summarises the legislation.
  • the Working Time Regulations 1998
    This guide summarises the Regulations relating to the maximum working week and workers' entitlements to work breaks and the penalties employers will face for any breach. For further information on paid annual leave under the Regulations please see our client information sheet on 'holidays'.
  • use of mobile phones whilst driving on company business
    The exposure of employers to prosecution for causing or permitting a person to use a hand-held mobile phone or similar device whilst driving could be extended, if a recent ruling on what constitutes "using" such a device is accepted as a correct interpretation of the law.
  • written particulars of terms and conditions of employment
    Although there is no general legal requirement that an employment contract should be in writing, the law requires employees to be issued with a written statement of their main terms and conditions of employment.
For further information you can contact a member of our Employment law team based in Southampton, Oxford and London or alternatively email us at employmentinfo@bllaw.co.uk.