A zero-hours contract does not guarantee the employee any minimum number of hours of work, meaning that there can be long periods when no work at all is available.

The Employment (Allocation of Tips) Bill will be in force from 1 October 2024. From that date, employers will be required to allocate tips to staff in a fair way, in line with a statutory Code of Practice.

Lockdowns may now seem like a distant memory, but for numerous UK employees, working from home has become the norm, and is perceived as their right.

The UK general election is due to be held on 4 July 2024, and a Labour government, which is currently the predicted outcome, would mean some potential amendments to employment law.

In the recent case of Miller v Rentokil, the Employment Appeal Tribunal (EAT) held that the employer, Rentokil, should have placed their employee, Mr Miller, into a new role on a trial basis, rather than dismissing him.

In a redundancy situation, pregnant employees, and employees on maternity leave, adoption leave or longer periods of shared parental leave (but not paternity leave) must be prioritised over other employees when it comes to being offered suitable alternative employment.

A flexible working request is a formal request to adapt an employee’s working pattern. Popular requests are to work from home, to work part time, to work compressed hours, to have longer lunch breaks, or to use flexitime to work different hours each week.

The Carer’s Leave Regulations 2024 came into force on 6 April 2024. Employees can now take unpaid time off to help dependants who need long-term care. The right applies from their first day of employment.

The following is a summary of the main changes to statutory rates which apply from 6 April 2024.

The Paternity Leave Amendment Regulations came into force on 8 March 2024 and apply to babies due, adopted or brought into Great Britain for adoption on or after 6 April 2024.