As well as continuing to deal with workplace issues caused by the coronavirus pandemic, there will be many other important employment law developments for HR to grapple with in 2022. What does HR need to do to meet its obligations and prepare for the coming year?
Employment tribunals have been deciding coronavirus-related cases throughout 2021. We set out 10 key first-instance rulings related to the pandemic and highlight what lessons employers can learn from them.
The Government has put forward its proposals to reform the statutory right to request flexible working. What are the proposed changes and what impact will they have on how employers handle flexible working requests?
After 18 or more months of employees working at home, XpertHR research finds that the introduction of hybrid working is revealing challenges around collaboration, consistency, engagement, wellbeing and - in some cases - how to manage those who remain reluctant to return to the workplace, even on a hybrid basis.
The Government has confirmed its plans for the introduction of a statutory right to carer's leave. How will this new type of leave operate and what impact will it have on how employers support carers?
Fuel supply issues affecting drivers, eco protesters blocking roads and public transport staff shortages caused by the pandemic can all cause travel disruption for employees trying to get to work. We answer five common questions from employers on the workplace impact of travel disruption.
It is good practice for employers to run a trial period before committing to the hybrid working model. A trial period gives them the chance to identify any issues and assess whether individual employees, roles or teams are suited to this new way of working. Stephen Simpson considers how employers can operate an effective hybrid working trial period.
We discuss the key UK immigration considerations of remote working for sponsor licence holders, working through specific case studies.
We set out some possible scenarios that HR professionals may face in relation to long COVID, and explain how they could tackle them.
Employers should plan ahead to make the most of the positive impact that this large sporting event can have on staff mental health and morale. However, employers also need to take steps to minimise disruption, particularly as a number of games take place during normal office hours and in the early evening.
Commentary and analysis: HR and legal information and guidance relating to managing employees/workers.
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Copyright © 2021 LexisNexis Risk Solutions Group
© 2021 LexisNexis Risk Solutions Group.