Welcome to our first Newsletter of 2020. To help you plan for the working year ahead, this edition provides you with an overview of the main employment law changes for this year. As a result, it’s a bit longer than usual!
This issue gives you the low down on changes to written terms for all and the taxing topic of IR35. We also update you on recent guidance from the ECHR on sexual harassment and the Miscarriage Association plus latest from the Information Commissioner’s Office (ICO) to help employers with data protection compliance and subject access requests.
In our first case update of the year we look at whether ethical veganism is a protected belief, the importance of the right of substitution in deciding employment status, and whether detriment claims in whistleblowing cases are limited to the field of employment.
But first, a few items from us:
We are making some changes to our newsletter. We’ll be skipping the February issue and instead, from March, you can expect your Menzies Law newsletter during the first week of the month. Additionally we are trialling a new updated style and format. Some of you will receive the new version (we await your feedback!), whilst some subscribers will continue to receive the current version. Thanks for your patience whilst we make these alterations!
We are now just a few months away from the 3rd year of GPG submissions for organisations of 250+ employees. Businesses with fewer than 250 employers are now increasingly volunteering to calculate their gender pay gaps for a variety of reasons. These calculations can create quite a burden in terms of time and resource, so if you need assistance with your calculations and submissions, our Pay & Reward service can help you.
We provide a range of solutions to suit your budget; from a simple ‘sense check’ (reviewing the data you have collected and your calculations) to a full Equal Pay Audit & Assessment.
The Home Office have been increasingly penalising companies for not having the correct processes in place when sponsoring foreign workers. Lack of compliance can lead to your licence being suspended or revoked, which can have serious consequences for the company and workers.
You may employ EU nationals in the UK permanently with pre-settled or settled status (or in the process of applying for it). You may also have employees working on client projects in the EU from the UK or you’re looking to employ EU nationals who will moving to the UK, possibly with their family. Either way, ensuring your business is compliant is a vital investment.
Whatever your business immigration issue, we’re able to provide guidance and advice via our specialist business immigration legal partners. We also have a range of Fixed Fee business immigration products available. Please get in touch if you’d like to know more or see our business immigration website page for more information.