At the start of another new year, many employers are focussed on making positive changes in their workplace, and addressing issues which were postponed over the busy Christmas period.

With Christmas fast approaching, this article deals with some common seasonal employee issues.

On 10 October 2024, the Government announced details of the Employment Rights Bill. The Bill brings forward twenty eight employment law reforms, many of them mirroring those set out by Labour in its ‘Plan to Make Work Pay’.

Discrimination, harassment, victimisation and bullying are terms which are sometimes confused in employment law. Each has a distinct meaning, although there is some overlap.

There is often confusion around the rules of Statutory Sick Pay (SSP) and Company Sick Pay, and the regulations are likely to be changed soon by the Labour government.

The recent case of Turner-Robson and others v The Chief Constable of Thames Valley Police demonstrates that employers must always act proportionately when seeking to promote the interests of under-represented groups of employees.

Following recommendations by the EHRC, the government confirmed its intention to introduce a statutory code of practice on sexual harassment and harassment at work.

When organisational changes are planned, employers should explore all possible alternative employment before effecting a dismissal on the grounds of capability.

The general rule when an employee resigns is that the employer accepts it. If the employee later changes their mind and wishes to stay in their job, it is usually up to the employer whether or not the employee is permitted to retract their resignation.

The King made his speech on 17 July 2024. He spoke more about the first 100 days of the Labour government and revealed some of the rationale behind new employment rights.