Improving workforce diversity is high on the agenda for many organisations, with employers looking closely at how they can use the positive action provisions of the Equality Act. We answer some FAQs in this video insight.

The draft Restriction of Public Sector Exit Payments Regulations 2020, capping public sector exit payments at £95,000 will come into force on 4 November. The accompanying Government Guidance and HM Treasury Directions have now been published.

With the return to homeworking, employers are increasingly considering the risk to the mental health and wellbeing of staff. We look at risk assessments and employer’s statutory and common law duty of care in respect the mental health and safety of staff.

The Government’s announcement that as COVID-19 infection rates rise, workers who can work from home should do so, will cause many employers to reassess their staffing requirements and refresh their efforts in respect of wellbeing.

The draft Restriction of Public Sector Exit Payments Regulations 2020 (“the Regulations”), capping public sector exit payments at £95,000, have now been approved by Parliament, and will come into force on 4 November.

[Updated article] There are a growing number of claims for psychiatric injury from employees who feel overworked and under supported (as well as being bullied or harassed) in the workplace.

In Ibrahim v Maidstone and Tunbridge Wells NHS Trust, an Employment Tribunal has held that a bank worker was entitled to receive full pay whilst suspended.

An Employment Tribunal has held that people who are non-binary/gender fluid fall within the definition of the protected characteristic of gender reassignment under section 7 of the Equality Act 2010.

An Employment Tribunal has found that the claimant, who acted as a tribunal chair for the Nursing and Midwifery Council, had the employment status of a worker and was therefore entitled to holiday pay. We summarise the decision and what to take away.

The High Court quashed a police misconduct panel's decision to impose a final warning on an officer who has engaged in gross misconduct through racist comments and stereotyping following a judicial review. We summarise the decision and what to take away.

For a successful return to work during COVID-19, employers have a duty to carry out a risk assessment, implement safe systems of work and to keep these under review. Our risk assessment flowchart sets out the key issues for employers to consider.

For a successful return to work during COVID-19, employers have a duty to carry out a risk assessment, implement safe systems of work and to keep these under review. Our risk assessment flowchart sets out the key issues for employers to consider.