This month, there have been a number of developments including the end of legal restrictions relating to COVID-19.
1. Living with COVID-19
The Government removed the remaining coronavirus (COVID-19) legal restrictions in England with effect from 24 February 2022, and has set out its plans in Living with COVID-19. In this article, we look at the timetable for change and the implications of the changes for employers in England.
2. Increase of limits on tribunal awards
The compensation limits for certain tribunal awards will be increased, as they are every year, from 6 April 2022. This includes the following: The limit on a week’s pay will increase from £544 to £571;The maximum compensatory award for unfair dismissal will increase from £89,493 to £93,878; and The minimum basic award for certain unfair dismissals (including health and safety dismissals) will increase from £6.634 to £6,959.
3. Bereavement guidance: ACAS guidance published
ACAS has published new bereavement guidance to help employers deal with employees suffering a bereavement and understand the rights they may have to time off and pay when they are bereaved.
4. Agency workers: The right to be informed of vacancies is just that
The Court of Appeal has held that an agency worker's right to be informed of vacancies does not require employers to offer agency workers the opportunity to apply and be considered for vacancies on the same terms as directly recruited employees.
5. Settling claims: Drafting COT3s to settle future claims
The EAT has upheld a tribunal judgment that the wording in a COT3 was wide enough to cover a claim brought after the COT3 had been signed by both parties.
6. Termination of employment: Bringing forward the date of resignation
The EAT has upheld the tribunal’s decision that an employer who shortened the notice period of an employee who had resigned by paying salary in lieu had not dismissed the employee.
7. Worker status: Irreducible minimum of obligation
The Court of Appeal has confirmed that ‘worker’ status does not rely on the existence of an irreducible minimum of obligation.
8. Diversity monitoring projects: Navigating data protection in an employment context
A number of our clients have recently been asking for advice about how to carry out workforce diversity monitoring, often on a global basis. We’ve set out in the article below the reasons for this increased focus on diversity monitoring, and tips to be aware of if you are considering carrying out such a project.
