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The Government has announced significant reforms to the law on spent convictions and rehabilitation periods. If the proposals go ahead, fewer convictions will have to be revealed to employers and there will be more cases in which they will be unable to refuse employment because of a job applicant's past convictions.
The Government is consulting on proposed changes to the duty to publish a modern slavery and human trafficking statement. The proposals aim to improve the quality of reporting under the transparency in supply chains legislation, make it easier for people to compare organisations' reports and increase compliance with the duty.
Consultant editor Darren Newman looks at the latest rulings in a long line of holiday pay cases, including one with significant back-pay implications for Northern Ireland employers. He also explains why the issue of lengthy back-pay periods may not yet be completely resolved for employers in the rest of the UK.
The Government has published its initial plans for the introduction of neonatal leave and pay. This proposed new type of family-friendly leave is in the early stages of development, but what clues does the Government's first consultation provide for employers about how neonatal leave and pay would work?
July 2019 saw progress made on an unusual number of proposed employment law changes. The Government published consultations covering workplace sexual harassment, statutory sick pay, family-friendly leave and pay, flexibility in working hours, modern slavery statements, and enforcement of worker rights. It also made announcements on changes to the laws on rehabilitation periods for offenders, settlement agreements, and protection against redundancy during pregnancy and maternity leave.
Despite a raft of problems concerning IR35 "off-payroll" rules in the public sector, HM Revenue & Customs last week confirmed that from 6 April 2020, the tax regulations extend to the private sector. Caroline Harwood explains how businesses need to prepare.
The way in which the Equality Act 2010 is drafted means that employers can be liable for "perceptive discrimination", which is sometimes referred to as "discrimination by perception". We explain what this means and set out four example scenarios that HR professionals, line managers and employees should avoid because they might lead to perceptive discrimination claims.
The wording of the Equality Act 2010 means that employers can be liable for "associative discrimination", which is sometimes referred to as "discrimination by association". We explain the concept and set out four example scenarios that HR professionals, line managers and employees should avoid because they might lead to claims of associative discrimination.
Consultant editor Darren Newman examines the recent Court of Appeal decision that puts paid - for now at least - to the argument that employers that offer enhanced maternity pay must offer the equivalent for employees on shared parental leave.
Aspects of the IR35 tax legislation, particularly the tests to determine people's tax status, have proved unpopular and many are anxious about its roll out for private sector organisations next year. Ranjit Dhindsa and Matthew Sharp of Fieldfisher explain the issues.
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© 2019 Reed Business Information Ltd
© 2019 Reed Business Information Ltd