The Government has introduced new Fit Note legislation from the 1st July 2022: here’s the detail.

We’ve compiled a draft disciplinary outcome letter which may look suitable on the surface, but we’ve highlighted some suggested improvements to ensure that you get your disciplinary template letter match fit – every time.

We’ve just finished all our client employment law updates for Spring. As valued members of our resource hub community, we wanted to summarise some of the highlights. Thanks to Suzanne and Claire, Employment Lawyers in the Vista team, for putting together this quick-look video update for busy HR professionals!

Investigating claims of sexual harassment can be complex and particularly sensitive. We got together with Abayomi Alemoru, a high profile investigator working with British Cycling, Board level NHS and PLC’s to discuss how to manage sensitive claims.

Large scale change or redundancy programmes can be logistical nightmares, with hundreds of settlement agreements to negotiate and a minefield of potential hiccups. We’ve been working to deliver a number of projects at scale recently, and have collected our top three tips to keep your programme running smoothly.

Employers may need to request medical reports for an employee for plenty of reasons. But what if they refuse? Here’s 3 tips from our lawyers on how to progress a challenging situation.

An employment tribunal has found that a fear of catching Covid-19 is not a protected belief under the Equality Act 2010 (EA). Section 10 of the EA says that a belief means any religious or philosophical belief. To be a philosophical belief, the case of Grainger v Nicholson said the belief must be: Genuinely held…

Welcome to this month’s employment law update. In September we’re covering: A direct discrimination case where Muslim employees were banned from wearing headscarves in the workplace Secretary of State for Justice v Plaistow – a case that turned out to be very costly, with career long losses In Aleem v E-Act Academy Trust Ltd the…

Section 13(1) of the Equality Act 2010 defines discrimination as occurring where “because of a protected characteristic, A treats B less favourably than A treats or would treat others”. In discrimination claims the burden of proof shifts from first the Claimant and then to the Respondent employer. The Starting Point: The employee must prove a…

The understanding that ‘harassment at work can happen unintentionally’ is nothing new to HR or learning and development, and it could be tempting to think ‘that sort of thing’ won’t be happening in MY office, but won’t it? As employers and HR teams design their training programmes for the months ahead, we think sexual harassment…