The amendment to the Equality Act 2010, in the form of the Worker Protection (Amendment of Equality Act 2010) Bill, looks like it will pass through Parliament and bring new responsibilities for employers. So, what could these responsibilities look like and how do you prepare?
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ChatGPT is an artificial intelligence (AI) chatbot developed by OpenAI, designed to provide users with instant, automated responses to their questions. Its capability and potential for broad application means people in many disciplines are finding uses for this technology tool.
The U.K. Home Office (H.O.) has updated the Employer’s Guidance on Right to Work Checks. Changes include clarifications on eVisa and BRPs checks, use of ID Service Providers, and clarifications of documents for certain status holders (students).
The recent media storm regarding Gary Lineker breaching impartiality rules by posting a comment on his private social media (condemning the government) raises some serious questions about employment law.
A part-time worker is a person “paid wholly or in part by reference to the time he or she works” and who is “not identifiable as a full-time worker”. So, a part-timer is any worker who is contracted for fewer hours than would normally be regarded as full-time for that employment.
We are all aware that the cost of living crisis is having an impact on us all and has led to many people taking up second jobs. Now, following the latest data published by the Office for National Statistics (ONS), we can see that the crisis is also a trigger for people coming out of retirement.
The latest data from the Office for National Statistics (ONS), in their Labour Market Overview, published 11 October 2022, also reported that unemployment levels are currently at their lowest since 1974, and the number of job vacancies also fell, by 46,000. For employers, its essential to be aware of the latest developments, as this can impact areas such as recruitment, employee engagement and retention, and planning for 2023 and beyond.
Did you know? Employers must carry out a right to work check to establish a statutory defence against a fine of up to £20,000 for employing an illegal worker. The check must be undertaken on all potential employees regardless of nationality or ethnic origin to avoid claims of discrimination.
Just how far can companies go in requiring in-person work?That is one of the critical questions facing European employers today, according to Littler's fifth annual European Employer Survey.