Included in this issue: Key manifesto pledges of the three main parties on employment law, employee incentives and immigration; What are the two main parties promising on immigration and what can you do to prepare? And more...
Key manifesto pledges of the three main parties on employment law, employee incentives and immigration
With the General Election just days away, here we round up the manifesto promises of the three main parties affecting employment, employee incentives and immigration law.
Please click here to download the table
Brexit: what are the two main parties promising on immigration and what can you do to prepare?
With the so-called "Brexit Election" just around the corner, a key question at the ballot box is how the major parties plan to deliver Brexit. The answer to this question will impact on the immigration status of EEA migrants and, in turn, will have a knock on effect on the workforces and recruitment activities of many businesses throughout the UK.
Holiday pay: the EAT confirms that a series of deductions is broken by gaps of three months or more
The EAT has dismissed an appeal challenging the rule that a "series of deductions" in an unlawful deductions from wages claim will be broken by gaps of three months or more. The EAT held that the rule is a binding authority and should be followed by Tribunals. This decision will provide comfort to employers facing claims for underpaid holiday pay, or other types of unlawful deductions from wages claims (Fulton and another v Bear Scotland Ltd (No.2)).
Pay: Supreme Court rules that the calculation of a "day's pay" for employees on annual contracts is one calendar day's pay, unless there is express wording to the contrary
The Supreme Court has held that an employer could only withhold one calendar day's pay (rather than one working day's pay) when its employees went on a one-day strike. The employees were teachers employed on annual contracts and regularly worked outside their normal contracted hours. In the absence of any express wording in their contracts stating otherwise, the appropriate deduction for the employer to make for a day's pay was 1/365th of their annual salary (Hartley & Ors v King Edward VI College, 2017 UKSC 39).
Disability discrimination: can a reduction in workload be a reasonable adjustment?
In an article first published by People Management magazine, Managing Associate Annabel Mackay reports on the case of the Home Office (UK Visas & Immigration) v Kuranchie, a decision highlighting the far-reaching nature of the duty to make reasonable adjustments for employees with disabilities.
GDPR: guidance on employee personal data
The General Data Protection Regulations (GDPR) is due to come into force on 25 May 2018 and will impose significant new burdens on organisations across Europe including a substantial amount of additional reporting requirements and fines and penalties. It is understood that post-Brexit the UK will continue to adopt a similar standard for data protection as set out in the GDPR. Our Data Protection and Information team have produced a guide setting out the key changes under the GDPR and the considerations and actions to take in relation to employee data.
