Editor's message: Employers need to pay particular attention to specific employee categories when recruiting new staff and take care to comply with equality requirements as well as the law concerning atypical workers such as agency workers and part-time and fixed-term employees.
Employers also need to be aware of the legislative framework in relation to other special employee categories, as part of their recruitment processes, including around job applicants with convictions and employing foreign nationals and young people and children.
In relation to job applicants with a disability, employers must comply with the duty to make reasonable adjustments during the recruitment process.
Clio Springer, senior employment law editor
Join our live webinar on Wednesday 19 October, where Juliet Carp and David Remedios will discuss current legal and practical considerations for managing overseas assignments.
Updated to include information on the consultations on overall responsibility for the legal function under the SMR, changes to short Form A, applying conduct rules to all NEDs and amendments to the DEPP; and on the final rules for regulatory references.
Updated to include information on the Welsh Government's consultation on the use of agency workers during strike action.
Companies could be forced to publish the number of foreign workers that they employ, as part of proposals outlined by Amber Rudd in her Conservative Party conference speech.
We discuss the key legal developments affecting employers from October 2016 and beyond, including: changes to the national minimum wage rates; reforms to employment tribunals; public-sector exit payments and important case decisions to look out for.
An employer that discovers that an employee no longer has the right to work in the UK, or that immigration permission is due to expire, needs to take action to avoid criminal and civil penalties.
We discuss how employers should deal with a situation in which an employee no longer has the right to work in the UK.
We discuss how employers should deal with the situation when an employee no longer has the right to work in the UK, while complying with their employment law obligations.
The autumn months promise to be a busy period for HR practitioners as they get to grips with a host of employment law changes. Bar Huberman sets out the top 10 upcoming legislative changes that employers need to be ready for, even though many implementation dates have yet to be confirmed.
HR and legal information and guidance relating to the recruitment and retention of special categories of employee.