It’s all change at Mitchell Law in 2021, with the prospect of Sherrie, our long-standing practice manager, retiring in April.
It’s a theme we’ll no doubt be coming back to on a regular basis this year, but one of the first employment tribunal cases with a pandemic background has just been published.
In a significant “U-turn” the government has announced that the regulations which brought in a £95,000 cap on public sector exit pay have been revoked.
As we look forward to better times ahead this year, we are delighted to team up with Children’s Hospice South West (CHSW) as our charity of the year for 2021.
For anyone interested in the gig economy and the vexed question of employment rights for those juggling freelance and zero-hours roles, the judgement in the Aslam v Uber case is game-changing.
As most employers are aware, there are many instances when the organisation may be liable for the wrongful actions of their staff.
With news this month that the number of people being made redundant in the UK has soared to a record high, amid the second coronavirus wave, there is every indication that the trend resulting from the pandemic will continue for the foreseeable future.
In September 2020, the Government responded to the consultation regarding changes to the rules about Modern Slavery Statements, and indicated that the proposed changes would be made law as soon as “parliamentary time allows”.
The second national lockdown was lifted on 2 December and employers will continue to grapple with a range of challenges, including the implications of the tier system and what this means for deployment of staff over the coming months.
If your heart sinks when you receive a data subject access request (SAR) you aren’t alone, especially if it’s from a long serving employee who is asking for every piece of data and the kitchen sink!