Labour is expected to win the UK general election on 4 July 2024, which is likely to bring about significant changes to UK employment law as Labour implements its manifesto pledges. We summarize the key employment pledges in the Labour manifesto, as well as the Employment Appeal Tribunal’s recent decision in Armes v TwistDX and Others, and recent changes to paternity leave and statutory flexible working requests.
To view the full alert, visit the Faegre Drinker website.
In May, the UK government passed three family-related Acts that employers should be aware of: the Neonatal Care Act; the Protection from Redundancy Act; and the Carer’s Leave Act. UK courts have also made notable rulings on noncompete restrictions, and COVID-19-related health and safety detriment claims.
U.K. courts have faced novel employment questions regarding whistleblowers, discrimination over personal beliefs and whether long COVID can be a disability. Employers in the United Kingdom should keep a note of these recent rulings to inform their own policies.
In Nursing and Midwifery Council v Somerville [2022] EWCA Civ 229, the Court of Appeal (CoA) considered whether an obligation on the part of a worker to perform a minimum amount of work was a prerequisite for worker status.
On 21 February 2022, the U.K. government announced its “Living with COVID-19’” plan. This month’s U.K. Employment Law Update outlines the key changes in England and what it means for employers.
Following Russia’s invasion of Ukraine on February 24, 2022, the Russian government has imposed several restrictions that may affect employers with operations in Russia. The restrictions prohibit: