Join ViewHR and Employment Tribunal Judge/Barrister Stephen Wyeth to look at the thorny topic of SOSR dismissals on Wednesday 19th June at 9am. During this event, we will be focussing on: What might amount to a SOSR dismissal; Why an employer might need to use a SOSR dismissal; How an SOSR dismissal will take place; and Some juicy real cases to work through! We are limited to 30 spaces so book early to guarantee getting a spot>>> book here. About Stephen Wyeth from 3PB Prior to transferring to the Bar in June 2010, Stephen Wyeth practised as a solicitor for ten years following ..read more

Employment law is often like shifting sands in the desert; nothing stays the same for too long. One area of legislation that is seeing some upcoming movement is TUPE – the Transfer of Undertakings (Protection of Employment) Regulations. The View HR team have many combined years of TUPE experience, and in this blog we will explain what TUPE is; then we will look at when such legislation applies, consider the upcoming update to the legislation and briefly review points to keep in mind. Understanding TUPE: What You Need to Know TUPE safeguards employees’ rights when their employment undergoes a t ..read more

In recent years, the concept of neurodiversity in the workplace has gained significant attention and attraction within the workplace. Neurodiversity refers to the other ways that the brain may work, learn, process, think about and interpret information. The range of neurodiversity highlights that no two brains are the same and that we all think and learn in very different ways. ‘Neurodiversity’ encompasses a range of neurological conditions, including autism, ADHD, dyslexia, and more. Rather than viewing these differences as a deficit, forward-thinking organisations are recognising the immense ..read more

Chances are you’ve heard the buzz about AI – Artificial Intelligence. It’s been making waves, transitioning from a theoretical concept to a practical tool accessible through everyday products like ChatGPT, mobile voice assistants, and even fun apps like FaceApp. Have you used AI? On one hand, AI is a game-changer, revolutionising industries and promising a brighter future. But on the other hand, there are legitimate concerns. Renowned physicist Stephen Hawking even warned that AI could be humanity’s greatest achievement or its downfall. That’s why events like the 2023 AI Safety Summit in the U ..read more

Over the past few years, our workplaces have undergone significant evolution, with more organisations offering employees the opportunity to work remotely or adopt hybrid working patterns. While remote or hybrid working has numerous benefits for both employees and employers, maintaining high levels of engagement can be challenging, especially for remote workers. It’s essential to remember that whether working in the office or remotely, highly engaged employees are more productive, make fewer mistakes, and are more likely to stay with you as their employer for longer. So, the question arises: Ho ..read more

In Mr S Glasson v The Insolvency Service [2024] the Employment Appeal Tribunal (EAT) dismissed an appeal against the employment tribunal’s (ET) decision that the employer had not failed to comply with the duty of reasonable adjustments and had not discriminated against Mr Glasson due to a disability which, in this case, was a stammer. What was the background? In 2020 Mr Glasson applied for a promotion within TIS, where there were two vacancies. The recruitment process comprised of oral interviews held via videoconferencing, due to the COVID-19 pandemic restrictions at the time.  Before hi ..read more

ACAS has published a draft code of practice for flexible working following its consultation on the subject in 2023. It awaits parliamentary approval and if approved, it will come into effect in April 2024. The draft can be found here. The current ACAS code of practice on handling flexible working requests will continue to apply until the new Code comes into effect. Employer’s should remember that there has been an existing right to request flexible working since 2014. Broadly speaking, this applies to an employee who has been employed for at least 26 weeks and who has not requested flexible wo ..read more

In the realm of employment law, forthcoming legislation aims to bolster workplace protections: the Worker Protection (Amendment of Equality Act 2010) 2023 mandates employers to prevent sexual harassment, while the Neonatal Care (Leave and Pay) 2023 legislation ensures support for parents with up to 12 weeks’ leave for neonatal care, slated for April 2025. Strengthening of sexual harassment laws – the Worker Protection (Amendment of Equality Act 2010) 2023 is expected to come into force in October 2024. It will introduce a mandatory duty on employers to take reasonable steps to prevent sex ..read more

The Paternity Leave (Amendment) Regulations 2024 come into effect on 6 April 2024.  This follows an announcement of intent by the government last summer to amend the right to paternity leave. At the moment, employees have to take any paternity leave, whether one or two weeks, in one block.  The new legislation will enable them to be able to take two separate one-week of paternity leave.  They will also be able to take it at any time within the 52 weeks after the birth of their child, not 56 days as is the current time limit. Another positive change is that employees will only ne ..read more

The Carer’s Leave Regulations 2024 come into effect on 6 April 2024.  They provide for a new right for employees who are carers, by providing the entitlement for up to one week of unpaid carer’s leave in any 12-month period. The new right will be available to employees from day one of their employment and who can show they have a dependant with a long-term care need.  The one week of unpaid leave (an employer can choose to pay if they wish) can be taken in half-days or full days and do not have to be consecutive.  Employees will need to provide their employer with notice of thei ..read more