Insights

Ban on exclusivity clauses in zero-hours employment contracts has been extended to low paid workers and employees.

Do remember that from 6 April 2022, various limits that apply in employment law change.

The COVID-19 pandemic has led to dramatic changes to how employers and employees work, with an overnight switch from traditional office-based working to predominantly home-based working. In light of this, the Department for Business, Energy and Industrial Strategy has sought to keep pace by launching a consultation process aimed at making flexible working the norm for employees.

As the impact of coronavirus on our daily lives reduces and steps are taken towards resuming normal working life, thoughts about topics such as managing family responsibilities and planning family holidays are starting to return to the agenda for many.

The question of employment status continues to develop as new cases progress through the legal system. The latest to return to court, is Uber BV and others v Aslam and others.

Employers frequently decide to open negotiations over the termination of employment. For instance, there may be a possible redundancy situation or a performance problem, and the employer may prefer agreeing the termination of employment on mutually acceptable terms to implementing formal procedure. However, such discussions are not without risk.