In May we saw:
- An employee win a case at tribunal because their boss asked them to see a client as they liked “pretty women”
- A social worker awarded £58k because she was harassed over her gender critical beliefs
- A lecturer awarded £50k for unfair dismissal after he was dismissed because he left work early
To name a few
Whats coming up?
1) From 1st July, The Employment Rights Regulations 2023 bring in new rules permitting employers to consult directly with staff affected by TUPE, rather than electing representatives, this will apply to businesses with 50 or fewer employees or transfers involving 10 or less employees.
2) The Workers (Predictable Terms and Conditions) Act 2023 is expected to come into force approximately one year after Royal Assent, which was given on 8th September 2023. The Act will give eligible workers and agency workers the right to request more predictable terms and conditions of work.
3) The Worker Protection (Amendment of Equality Act 2010) Act is expected to come into force in October, introducing a new proactive duty for employers to take reasonable steps to prevent sexual harassment of their employees. Tribunals will also have the power to uplift sexual harassment compensation by up to 25% where an employer is found to have breached this new duty
Don’t forget its Fathers Day on 17th June.
So let’s take a look at what fathers are entitled to:
Fathers have the right to Paternity leave and pay. Paternity rules changed in April so make sure you have updated your policies and understand the new legislation. Fathers can also share 50 weeks of leave with the mother under shared parental leave legislation.
Can fathers request flexible working? yes – flexible working legislation also changed in April and all employees can request flexible working from day one of employment.
If you need any updated policies give me a call.