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Hello!
Welcome to this months update.
This month we are covering two interesting Harassment cases, the first looks at the purpose and effect of behaviour, and the second is the case of Greasley-Adams v Royal Mail where it's confirmed that harassment takes place when the complainant becomes aware of the unwanted conduct, rather than when the conduct occurs.

The recent case of Higgs v Farmour’s School also provides a helpful guide on the nuances of the manifestation of having a religious or philosophical belief.

There’s more to discrimination on grounds of belief than you may think, and employers need to tread carefully. It is not simply protecting someone’s right to have a belief, it is also about their right to talk about and act upon their belief.

We hope this month's update is useful, and we'll see you in September.

Stephen
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New Case Law
Harassment
We've got two interesting harassment cases this month, the first looks at the purpose and effect of behaviour, and the second is the case of Greasley-Adams v Royal Mail where it's confirmed that harassment takes place when the complainant becomes aware of the unwanted conduct, rather than when the conduct occurs.

Religion & Belief
Discrimination
The recent case of Higgs v Farmour’s School provides a helpful guide on the nuances of the manifestation of having a religious or philosophical belief. There’s more to discrimination on grounds of belief than you may think...

Automatic Unfair Dismissal -
Day 1 Risk
The case of Howson v Restore serves as a helpful reminder to employers that with less than 2 years service, employees can claim for automatic unfair dismissal.

Holiday Pay
The EAT, in the case of Connor v Chief Constable of West Yorkshire Police, have held that a ‘relevant agreement’ on the payment of holiday on termination of employment cannot result in a payment which is lower than that which would be calculated using the method set out in the Regulations.

Employment Status & Substitution Clauses
A recent EAT decision has set out further guidance on how tribunals should approach the issue of employment status. We look at the case of Manning v Walker Crips Investment Management Limited.

Interim relief refused in non-competition injunction 
This case is a reminder that employers should act without delay as soon as they become aware of an employee’s intention to act in breach of covenant.



National Minimum Wage
The 'name and 'shame' approach highlights the risks of getting it wrong...


Neonatal Leave & Protection from Redundancy Bills get Royal Assent
We've got the latest update on the changes afoot, and how they will be enforced.


Employment Relationship
The Fire Brigades Union has just won its appeal to the EAT in Fire Brigades Union v Mr P Embery. The case has a couple of really interesting points for employers in regards to the employment relationship, Suzanne and Stephen cover what we can learn from this case in this short video.



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New HR Resources
How to Create a Neuroinclusive Culture Working Remotely

Practical guidance and strategies for employers, to help you foster a neuroinclusive culture, even if you work remotely.


Mental Health & Employment Law FAQs
Our employment law specialists answer the top questions we're always asked about managing mental health in the workplace.

How to Ask Respectful Questions & Recognise Disrespectful Questions
How to engage open minded listening and be respectfully curious.

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New Workshops
Bias and Bad Manners: How to Call Out Micro-Incivilities at Work
What helps your people feel included? What makes your workplace a respectful place to be?

It can be difficult to pinpoint what makes an inclusive and respectful workplace. And when it happens, it can also be difficult to understand the reasons behind a breakdown in communication and relationships.

In this webinar designed for HR professionals, two leading industry experts will introduce the concept of Micro-Incivilities and the impact they can have on building an inclusive workplace.

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