The Equality and Human Rights Commission (EHRC) has published new guidance for employers on how to support disabled workers with hybrid working. Aimed at managers
In Johnson v Bronzeshield Lifting Ltd, the Employment Tribunal held that an employer’s failure to take into account an employee’s menopausal symptoms when considering her flexible working
Deloitte has recently published the results of its Global 2024 Gen Z and Millennial survey. Over 22,800 respondents from 44 countries participated in the survey,
To accompany the recent changes to the flexible working legal framework, Acas has revised its statutory Code of Practice on requests for flexible working and
On 20 July 2023, the Employment Relations (Flexible Working) Act 2023 received Royal Assent and became law. The Act introduces reforms to the flexible working regime, which
Last month, we reported on proposals to make a number of reforms to the flexible working regime by way of a Private Members’ Bill. Since then, the Government has announced it will make the right to request flexible working a Day 1 employment right.
With no sign of the Employment Bill promised in 2019, the Government has decided to pursue its reforms of the employment law landscape by way of support for a series of Private Members’ Bills covering flexible working, carer’s leave, neonatal leave and tipping practices
A delay in hearing an appeal against a refusal to permit an employee to work flexibly left an employer facing an Employment Tribunal claim. Find out what happened and learn how not to make the same mistakes.
As we approach what we hope is the final Christmas cursed by COVID-chaos and enforced homeworking, Associate, James Hockley takes a light-hearted look back over the last two years and remembers some of the Zoom stories that grabbed our attention for all the wrong reasons.
The Government has published a consultation seeking views on proposals to expand and improve the flexible working framework. In this briefing, we look at the proposals for reform, as well as the changes that the Government has declined to take forward.
An employer’s refusal to allow an employee to make modest adjustments to her working hours following her return from maternity leave has been held to be indirect sex discrimination. An Employment Tribunal awarded the employee £185,000.
A private member’s bill that seeks to reform the law on flexible working was introduced into Parliament in June. Amanda Steadman discusses the potential implications of the Bill with HR Magazine.
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