As part of our series of articles on recruitment this month, here we explore issues which can arise when checking an applicant’s right to work.
The COVID-19 pandemic has required all of us to adapt quickly to a changing business landscape. For many businesses, the financial struggle caused by the economic downturn, has precipitated a need to consider making changes to the terms on which they employ their staff.
Although many of us are looking forward to some festive time off for Christmas, it’s never too early to start thinking about summer holidays.
It’s official: the deadline for remote right to work checks to be valid has been extended again, to 5 April 2022.
As pandemic restrictions across the globe start to ease, business travel is once again on the horizon albeit many companies are less likely to resume former levels of frequent travel.
The headache for businesses trying to keep jobs afloat during the pandemic continues and, just as we were gearing up the changes to be brought in by the new Job Support Scheme, along comes lockdown #2.
In a move which places further obligation on employers during the pandemic, this week heralds the arrival of fines for employers who fail to meet obligations to enable workers to self-isolate.
You may remember our newsletter in early February setting out what we should expect in April. Little did we know just what was really in store for us all.