A number of employment law changes came into force earlier this month. These include changes to the flexible working and paternity leave regimes, extended redundancy protection during pregnancy and family leave, and the introduction of carer’s leave. The annual changes to national minimum wage rates, compensation limits (including the changes to compensation for injury to feelings detailed below) and statutory payments also took effect in April. For more details about these changes see our earlier alert here:
Readers should also be aware that significant changes apply to all skilled worker visa applications made with a Certificate of Sponsorship assigned after 4 April 2024. See our earlier alert here:
Last week we had an important case from the Supreme Court on industrial action. Please see our alert here:
In this alert we cover a number of important Employment Appeal Tribunal (EAT) decisions and what they mean for your organisation:
- Discrimination: Dismissal following a media storm over publicly expressed religious beliefs not discrimination or harassment;
- Disability Discrimination: A trial period can be a reasonable adjustment;
- Equal pay: No need for respondent employer to prove the identity of the individual who decided the starting salary of the claimant’s comparator to establish a material factor defence;
- Tribunal compensation: "Vento bands" for injury to feelings increased from 6 April 2024; and
- Whistleblowing: Decision-maker needs some knowledge of the content of a protected disclosure made to another person for employer to be liable
